This is the first of a series of my LinkedIn posts about operational performance management in Services. As part of my job, I get to advise and work with companies on their daily operations and several aspects of business through the COPC Performance Management Framework. I get to see a lot of interesting things, from a vantage point that is insightful as well as amusing. It is my endeavor to share some of these insights and, also the fun, without sounding preachy. For this purpose, I will employ one chart at a time for each post and try to weave the narrative around it. Hopefully this will also help in data appreciation among the readers. The first one here is about the distribution of performance among team members. -------------------------------------------------------------------------- 01 Batting for the Middle Order Very often, we see that the performance management in a team or an organization at large is done by management and leadership through what is
Being a management consultant necessitates one to listen to all sorts of cock-and-bull stories - almost on the verge of it being a professional hazard. Yet, of all the crap things that I have heard in the last one and a half decade, none is so consistently painful and for so long as the theory of adult learning styles - you know, the 'visual', the 'auditory' and the 'kinesthetic' learning styles. Part of my job is to facilitate learning for these 'adults' in various parts of the world, and mostly in a corporate environment, and mostly to the peril of these adults. Apart from that, I also provide vocational learning sessions for young students in business schools, as well as high school children in secondary grades. So you can see that my audience comprises of a spectrum of age groups, and having done this for a reasonable time now, I can assure you that you have never heard of anything as lame as the theory of adult learning. Agreed, maybe when the