For every business
Regardless of size or sector, every business needs a comprehensive framework for day-to-day operations, planning, improvement and innovation.
Such strategic frameworks have their genesis in the (W Edwards) Deming Prize which was established in 1951 in honour of his legendary impact on Japanese industry. The Prize gave rise to a proliferation of holistic frameworks in the USA, Europe, Australia and elsewhere to assess and enhance business performance.
The ResultsWise strategic framework is drawn from such models to help customer organisations plan for and achieve business excellence. It depicts 7 integrated categories and the 3 outcomes that they produce:
Leadership
The organisation’s purpose, vision, values and leadership system, as well as the leader’s personal involvement and visibility in guiding the organisation towards performance excellence, development of a culture consistent with its values, the encouragement of learning, innovation and achievement of the organisation’s objectives as well as its responsibility to the community and the environment.
Structure
How tasks are allocated, who reports to whom and the formal co-ordinating mechanisms and interaction patterns that are followed: the degree of specialisation or division of labour, the number of levels in the hierarchy and the extent to which the organisation’s units are dispersed geographically; the degree to which the organisation relies on rules and procedures to direct the behaviour of employees; where the locus of decision-making authority lies.
Customer
How the organisation determines requirements of customers and markets to ensure the relevance of current products/services and to develop new opportunities and /or markets, how the organisation manages its relationship with customers for repeat business and/or positive referrals and how the organisation determines customer satisfaction and how this information is used to improve its operations.
People
How the organisation taps the full potential of the workforce to create high performance–how how human resource requirements and plans are developed and aligned to the corporate objectives, how employees contribute to the achievement of organisation’s objectives and goals,
how the organisation determines employee learning and development needs and how the organisation enhances the well-being and satisfaction of employees.
Strategy
The development and deployment of strategies and how performance is tracked in pursuit of strengthening the organisation’s results and competitive position.
Process
The management and improvement of key processes that the organisation uses to pursue its objectives and goals, including production, delivery and support, as well as supplier and partnering processes. It includes how the organisation stimulates and harvests creative ideas in pursuit of process and system improvements.
Knowledge
How the organisation selects and manages information and knowledge for planning, day-to-day management and performance evaluation and how the organisation uses comparative and benchmarking information to achieve performance improvements.
Results
The organisation’s triple bottom line: key financial and marketplace performance; employee engagement, well-being, satisfaction and development; community and environmental safety, welfare and enhancement.
Applying such a framework to your business can result in greater clarity, effectiveness, efficiency and growth.
©ResultsWise 2019
Jeff Bell, Principal, ResultsWise
Arrange a meeting to discuss applying the Strategic Framework to your business——go to the Contact Us page or phone Jeff on 043998866