SHOW & CHAPTER 32: CREATING LINE OF SIGHT FOR EMPLOYEES - WILLIAM EASTMAN

The last segment of a position description - which of the Initiatives / Goals / Objectives do they impact performing their position description. Everybody in the organization is responsible for objectives and goals affected by their position: (1) Business Acumen Training, (2) MBO, (3) Shared Financials

Show Objective
Given Shows 16, 20, 24, and 28, create a system for providing employees information on performance that enables them to self-correct and make more efficient use of company resources when achieving business goals.

EPISODE 149: Summary
Line of Sight is part of the larger picture and crucial to business success - Vertical Alignment. It means that all of the company's resources are aligned to achieve its business objectives. Line of Sight means that everyone has constant feedback on progress and results with the expectation they will use the information to self-correct. 

Topics:

• Defining Line of Sight
• Creating Dashboards for Employees and Scorecards for the Owner
• Using Visuals to create commitment and accountability

EPISODE 150: What is 'Line of Sight'?
Line of Sight is the mechanism for establishing vertical alignment and then maintaining it. Your long term goal as an owner is to get everyone understanding how their day-to-day performance impacts the business. You cannot expect people to help meet the goals of the business if they don't know what it is, their responsibilities, and how they are doing.

Topics:

• Clarity on the end game
  • what is the long game for the business and your role
  • sell, merge, liquidate, IPO?
• Skin in the game
  • As a member of the organization, how do I benefit from helping you achieve the long game?
  • variable compensation - WIIFM?
• Feedback on progress
  • shared business goals and objectives
  • vertical alignment of employees with strategy
  • horizontal alignment of processes with end users
• Continuous feedback on performance
  • measurement system based on balanced scorecard
  • electronic and visual management of metrics
• Structured autonomy
  • top down - creating the structure where autonomy is possible
  • bottom up - taking initiative to solve problems at its level

EPISODE 151: The Use of Employee Dashboards and Company Scorecards
Like Line of Sight and Vertical Alignment, Dashboards and Scorecards starts with a Balanced approach to business goals. The concept was developed several decades ago when addressing the problem of how to directly affect profit. As most businesses know, financial performance of the company is the effect, not a cause. That begs the question: what drives profits?

Every company has its own version, the one we use is simple and it drives how IBGR creates programming. Financial Performance equals Operations plus Customers plus People multiplied by the Executive or owner.

Topics:

• Setting Targets: for each element of your Balanced Scorecard, what is the Intention and the Results Measures for Goals, the Intention and Process Measures for Objectives?
  • Finance
  • Operations
  • Customers
  • People
• Setting Target Values: for each Goal what does the final result look like, how will it be measured, and who is responsible?
• Setting Intermediate Targets for each Objective - what is the acceptable success level for this period and how will it be measured?
• Ensuring that every employee has all of the goals and objectives they impact covered by their position description

EPISODE 152: Visual Management - Daily Posting of Performance
Let's start with the benefits of having every individual and work group post their numbers daily. This is a separate technology than having a Dashboard on their computer, it is a physical activity in publicly showing individual performance.

Topics:

• Schedule Board - work scheduled over a specified period of time.
• DTD (end to end) - based what is on the Schedule Board, total time from beginning to end
• TaKT (performance in individual unit),
• WIPI (what is tied up between individual units,
• OEE (up-time or availability).

Next Show/Chapter 36: Employee's Charting Their Performance
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