Corporate Compassion Project’s Post

Only so many financial/accounting type professionals and working individuals that have that particular background, would understand some of what these KPI’s actually indicate, and only a smaller handful, would understand how to translate our KPI’s as indicators of either a lack of something imperative, or a strong performance of something that is equally important and relevant. I believe as I kind of had mentioned above, people who have this understanding in evaluating key performance metrics, should also learn how to translate that info into “operations and performance guidance” as far as how to take relevant actions, based on what the data has shown historically. If no one knows how to do that 🤷♂️….then it doesn’t matter who is CEO…who is CFO….COO, whatever he hell you’d like to call yourselves…..no one would have the sense of competence in running the business. Learn how to motivate people also, by making their goals relevant and realistic to both their performance and compensation, as well as the overall company goals and operations.

I’m studying Project Management right now for a college course, and NOWHERE does it say anything about KPIs being a measure of individual or team success. KPIs are meant to inform about the state of the project, not the effectiveness of the team members working on them. In that sense, KPIs aren’t broken at all in the same way that a screwdriver isn’t broken if it’s not properly hammering nails. You can start a conversation regarding performance with your team by referencing KPIs, but to judge the performance of the team and the teammates you need to ask subjective questions and make subjective judgments based on the team’s response. You can’t lean on those KPIs as justification when your subjective judgments turn out to be wrong either! Ultimately though, I believe this person is right regarding leadership and that the industry’s focus on reducing people to numbers and governing the company with a spreadsheet is destructive. Trying to remove that human element is a tremendous mistake that keeps getting made.

So this is what KPI stands for

Leadership is about behavior. Management is about tactics. Too many leaders are stuck in management mode. Dealing with daily tasks instead of building the behaviors for successful growth. Leaders with management mindsets have: - Higher employee turnover - Lower team performance - Lost trust among staff - Greater stress Want to change your outcomes? Change your behaviors. Not sure how? Message me and follow along!

Leadership is about behavior. Management is about tactics. Too many leaders are stuck in management mode. Dealing with daily tasks instead of building the behaviors for successful growth. Leaders with management mindsets have: - Higher employee turnover - Lower team performance - Lost trust among staff - Greater stress Want to change your outcomes? Change your behaviors. Not sure how? Message me and follow along!

🗓️Some time back I picked this up on LinkedIn. It resonated so deeply in me, as it was the evening before I was due to host my first Regional Finance Conference for MEA-R, I was a little nervous to say the least and not able to find sleep easily. This is the ambition I set myself - establish a Finance Community in MEA-R and keep them informed, interested, involved and inspired. 👫Since then it is an element that has manifested in the culture we are developing in our Regional Finance Community. It is one of the basics for measuring our success in Finance not only based on facts and figures, more importantly putting our people first. A tendency that Finance often has - just focusing on numbers only. 🫶🏻I truly believe if we are passionate about our work then we are in a happy place and have found our niche. Then we are able to send and receive the KPIs below in our daily interactions at work! 👏🏻Here’s to a great Finance community in MEA-R 🌍 #KPIs #PeopleBusiness #FutureFinance

The corporate world has done everything it can to avoid the truth we’ve all known and have been staring at for years: no company functions without engaged people. I know how reductive that sounds. But trust me, I know managing the human condition at work is no small feat. Nonetheless, we know the conditions under which people thrive. Leaders need to be educated and informed of those, and take ownership of their own growth and maturity. Get that right first, then we can talk KPI’s.

Jonathan! Your message is timely and relevant as many companies are still restructuring post-pandemic. We can see evidence of this in companies where the people are no longer invested and inlisted in the mission. This should be a big call to all companies, managers, and even sales people - who are ALWAYS driving and striving to meet traditional KPIs without consideration to your people, teams, and customers. This is valuable growth. Not easy but worth every effort to get there.

Best explanation I've read about what a KPI really should be. Motivating people to results begins with the right activity. Always! #kpi #howtowin #results

Feeling the pressure? You're not alone. 🌍?✨ But in these moments, leaders, beware of the communication traps! Discover the five missteps leaders make when the heat is on and the right moves to keep your team calm and connected. Check out Harvard Business Review's latest article for insightful tips on steering through difficult times with grace.   Tell us, what strategies do you use to maintain clear communication under stress? Share your thoughts below! 👇? #betterleadership #communication https://lnkd.in/gzPgTzEE