Why do you need Key Performance Indicators?
Article Overview: If you want the right results, make sure you’re using the right measuring sticks
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Free Download - Are Canadian Small Businesses Swimming or Treading Water? By Gregory Kopchuk
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Why do you need Key Performance Indicators?
Key performance indicators are a way of seeing how your business is doing on a daily/weekly/monthly basis so that you know if your business is healthy and making a profit.
So how do you determine what you should be measuring?
This is a critical factor, because you could be measuring the wrong things.
For example, the government measures how the economy is doing by how much consumers are spending. Yet we hear how Canadians are carrying a debt equal to 120% of their disposable income.
So there are always messages about how to save money. But when people start to save money, everyone starts painting a picture of doom and gloom for the economy.
On one hand they want people to spend money, but on the other they want them to save.
It's a fact that when people save, the economy does not do well.
When people spend, the debt loads go up. Perhaps the government needs to change what it measures to determine the health of the economy.
So what are you measuring on a daily, weekly, monthly basis?
Are you measuring the profits? If you are measuring something with a $ sign then will be the end result.
What you need to ask is what has to happen for your business to make a profit? How many customers have to spend money with you? How often do they have to spend money with you? How many leads do you have to generate to get a new customer?
These are the critical drivers to determine what is important to your business.
I recommend the books Key Performance Indicators by David Parmenter and How to Measure Anything by Douglas Hubbard. If you are in business, you need to understand how and why KPI's are important. Now.
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ARTICLE: Performance coaching in the workplace
- To create lasting performance change it is necessary to first understand the positive and negative influence that a person’s personal behaviors has on their execution and what impact these have on their ability to achieve success. Only when we fully understand a person’s behavioral patterns and create positive self-managing coaching strategies can we assist a person to create lasting performance change.
The vast majority of employers believe coaching can deliver significant benefits to both individuals and organizations. The majority of employers plan to increase the use of coaching over the next few years, according to a new survey by the Institute of Personnel and Development. Nearly nine out of ten interviewed companies expect their managers and supervisors to deliver performance coaching as part of their day-to-day work.
In another large industry-wide study it was found that most managers reported that they were confident in their ability to coach. However, the study also showed that the managers’ actual skills levels as coaches were typically poor. As a consequence they were not nearly as effective in their coaching as they believe themselves to be. Often times, they believed that coaching consisted of just providing 1-to-1 instructional feedback to their staff members on what to do in a given situation to perform better.
Many recent studies have shown that technical skills only represent at best 20% of the contribution into our performance. The remaining 80% comes from our ability to choose or make a decision, assertiveness, commitment to grow, ability to concentrate, honesty, optimism, persistence, ability to perform well under stress and so on. These traits are commonly called our soft skills or attitude. Few managers understand just how deeply rooted their own behavior patterns are, let alone how to positively change them in other people.
Performance coaching is frequently confused with other types of coaching, such as Executive coaching and Life coaching. Performance coaching is a form of Directive coaching. Executive coaching and Life coaching are both forms of Non-directive coaching. Directive coaching is usually more suitable for a manager who sometimes acts as a coach.
Performance coaching in the workplace has developed immensely from what it was only 4 years ago. To choose the right coach will make a huge difference. You also better make sure to know what you want. If your coach knows what (s)he is doing – you will get on your way to get it!
[i:38tu5pgr]- Peter J Karlsson[/i:38tu5pgr]
These maybe the coldest franchises out there:
- Here are the worst 15 performing franchises in regards to having the highest Small Business Administration (SBA) loan failure rates. The list is dotted with sub sandwich shops, fitness centers and car shops.
WORST FRANCHISE LOAN FAILURES Failure %
1 OBEE'S SOUP SALAD SUBS 55.56%
2 LADY OF AMERICA 41.94%
3 COUNTRY CLUTTER (BED & BREAKFAST) 41.18%
4 COPY CLUB 36.36%
5 ALL TUNE AND LUBE 35.71%
6 PICKERMAN'S 35.71%
7 PHILLY CONNECTION 35.59%
8 ROLY POLY ROLLED SANDWICHES 34.78%
9 COTTMAN TRANSMISSION 34.48%
10 HAIR COLOR EXPRESS 33.33%
11 LEE MYLES AUTOMOTIVE TRANSMISSIONS 33.33%
12 GODFATHER'S PIZZA 33.33%
13 SMOOTHIE FACTORY 33.33%
14 BLIMPIE 31.39%
15 GOLF U.S.A. (RETAIL GOLF EQUIP.) 30.77%
Source: Small Business Administration, SBA Loan Performance Within Franchise Code for the Period of FY 2001 - 2005
Success Strategies
- How to get the results you want now?
Success Strategies and Action Steps I have used are:
The Power of Choice
Where you are at this present moment, is exactly perfect from the choices you have made. If you want to be somewhere else, you have to decide clearly what that is (your goal/outcome) and create action steps to achieve this.
The Power of Focus
The book "The Power of Focus" by Jack Canfield, Mark Victor Hansen and Les Hewitt, is one of my treasures in my Entrepreneur Library. If you focus on what you want versus what you do not want, your conscious and sub-conscious mind will direct attention to this. The movie, What the Bleep, Down the Rabbit Hole, explains this in detail about quantum physics and what we create in our lives.
The Power of Commitment
This is not about commitment to others. The first step is the commitment, your word, you make to yourself. Accountability and responsibility are additional success strategies and ingredients to creating the success, defined by you, that you want. The commitment to others reflects your integrity, your word and the team you work with. Co-workers, clients, yoru family, friends and community.
My Success Acronyn in Success Breakthroughs(c) is:
S pecific & self-directed
U nlimited opportunities & possibilities
C reate powerful outcomes
C onsistent measureable results
E xperience pwoerful transformation
S olution and action-oriented
S uccessful habits and outcomes
Break Through to
Powerful LIfestyle & Performance Choices
Moira
HRPreneur
- Hi everyone,
I am new to the forum and I recently started my own Human Capital (HR) consulting firm called HRPreneur Inc. HRP focuses on making human capital a strategic differentiator for SME's.
Below is a summary about HRP;
Who We Are:
HRP is a Human Capital consulting firm with 30 years of experience that becomes an extension of your company by providing a full array of services to help you create a highly engaged workforce focused on achieving strategic results in order to build a long lasting great company!
Mission:
HRP provides small and medium sized businesses a Strategic HR Business Partner to increase employee engagement, resulting in cost savings, increased productivity and results at an affordable rate!
Vision:
To inspire and warrant SME's reach their full competency!
Cost Effectiveness:
We provide over 30 years of experience at a fraction of the cost at a strategic executive HR business level
You will save between 50% to 60% in costs per year on salary, bonus, benefits, training, office space alone
We will provide you additional cost efficiencies through our services
Services:
• Strategic Human Resources Planning
• Organizational Redesign
• Change Management
• Organizational Culture Development
• Employee Engagement Programs
• Leadership Assessment and Development
• Compensation Design
• Talent Acquisition
• Assimilation and On-Boarding
• Performance Management
• Talent Management & Succession Planning
• Human Resources Due Diligence
• Human Resources Audit
• Full Service HR Outsourcing
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