To whose benefit?
There’s a Latin expression that will resonate with anyone who has struggled to implement change in an organization: “Cui bono?” Commonly attributed to the Latin orator Cicero, it means “To whose benefit?”
Read MoreThere’s a Latin expression that will resonate with anyone who has struggled to implement change in an organization: “Cui bono?” Commonly attributed to the Latin orator Cicero, it means “To whose benefit?”
Read MoreWe tend to zero in on management behavior, as opposed to employee behavior, because we find that management behavior is critical to a well-run organization and, in turn, significantly influences employee behavior.
Read MoreThe X-Factor means problems that were initiated externally (i.e., outside the department) and were therefore difficult, if not impossible, to fix because local managers had no authority.
Read MoreA few more thoughts on some of the problems we have seen that can limit the effectiveness of PI groups.
Read MoreEmployees are often initially worried that our watching them work is some kind of “Big Brother” intrusion and that the outcome won’t be beneficial to them.
Read MoreA large part of our business comes from referrals from satisfied clients, so helping them build internal capability is actually more self-serving than it appears.
Read MoreBefore we work for a client we do what we call an “opportunity analysis,” which, as it sounds, is designed to help us figure out if there is any opportunity to improve and where it might be. It’s usually conducted over two to three weeks.
Read MoreThe “hockey-stick forecast” is a fairly common concept for people who deal regularly with future plans of one type or another.
Read MoreIn the day, for the day is a very popular way to describe how front line managers should think and act.
Read MoreWe spend countless hours in many different industry sectors observing and analyzing how work gets processed. We watch employees, managers and the tools they use in order to determine how much of their day is truly productive.
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