Results Management, Science, Resultsology, Formulas and Solutions Are Core Features of Modern and 21st Century Organisations.

Today's typical organisations are now obsolete in almost everything that defines and organisation, from design, structure, systems, cultures, recruitment, induction, leadership, management, focus-everything. And underperformance has always been a permanent feature of the is old-fashioned organisation.

When I say organisational underperformance I do not mean organisational poor performance. Underperformance means organisations are not performing according to their full potential, meaning they have a huge potential that they are not tapping into.

Poor performance means that the organising is performing dismally because it has inherently dismal performers and the only way to free it from perennial poor performance is by dismissing the people and replace them with high achievers and peak performers.

So underperformance and not poor performance is the major disease facing at least 80% of organisations around the world. Let me repeat;

Underperformance and not poor performance is the most common organisational status quo in at least 80% of the organisations around the world.

Many executives still preach the shortage of talent and attribute any poor organisational performance to lack of talent within the organisation. This is what we call in psychology, fundamental attribution error. Poor performance and underperformance in organisations is not caused by lack of talent. Let me say this;

There is no shortage of talent in organisations around the world. Organisations around the world are overflowing with talent.

The following are the drivers of organisational underperformance;

1. Lack of knowledge and understanding of what talent is and all caused by the common definition of talent.
2. Poor identification of the talent that exists within the organisation.
3. An organisation system that discourages the full utilisation of talent. (Refer to studies by W. Edwards Deming, the Father of the Quality Movement.)
4. Lack of use of science and science-based approaches to managing organisational performance and results.
5. Leadership issues. Many people in positions of leadership in organisations lack the powerful desire, ambition and skills to drive sustainable high performance in organisations.
6. Human Resources Management Deficiencies: Traditional human resources management is replete with flaws that create and perpetuate endemic underperformance in many organisation. Most chief executive officers are not aware of this and they there do nothing about it. Trying to raise it falls on deaf areas 90% of the time because many HR people would rather protect the status quo that does not work than experiment with new ways that may work better because they think it will expose them.

Traditional Performance Management

A disturbing majority are still using very old-fashioned performance management models developed almost a century or more ago. These approaches, although they improved performance when they were introduced, (for example, Herzberg's Motivators and Hygiene Factors ) did not raise human performance to its peak performance levels. Advances in psychology, neurobiology, neurosciences and neurolinguistic have uncovered more effective means of managing human performance down to brain level. This use of science has made a huge difference in disciplines such as sport, science and the military leading, for example to the increase in the number of human performance records broken. This has led to new disciplines such as peak performance science and mental performance science.

Disciplines such as emotional intelligence has also led to the impetus in raising individual, team and organisational performance. Sadly, organisations outside the military and sports are slow to embrace the leading edge and the cutting edge; they are generally innovation laggards. They are always generations behind the leading edge and the cutting edge in most things including performance management.

The issue is everything is becoming science driven and many leading edge organisations are getting ahead by keeping their ears to the ground for the upcoming, emerging and the new.

From Performance Management to Results Management

Decades ago, some management scholars, thinkers and philosophers began to question the wisdom of managing organisational performance instead of managing organisational results. They were inspired in this direction after noticing that managing organisational performance was not producing desired or desirable results. For example, people in organisations could perform very well but the organisation would fail to produce the expected results. This lead to a new approach commonly called Results Based Management.

Regrettably, results-based management management is yet to take root as the new organisational management approach. Although the results based approach in its original form still suffered from lack of science, the approach is far better than the traditional performance management in terms of delivery and mostly because it directs focus not on performance but results, hence it is a more strategic approach,

Resultsology and the Use of Science and Formulas

When I talk about Resultsology, some people still think is it some kind of intellectual sophistry or marketig gimmick. But Resultsology is a serious scientific attempt to improve human capacity and capability to produce desired results more accurately and more easily using scientific approaches. First by education I am a hard core scientist first, with university level education in biological sciences meaning I have solid background in human biology including the brain. In addition, I am an environmental engineer and technologist and have the ability to use scientific and engineering thinking to develop solutions and solve problems in are areas outside science. Besides that I am certified metastrategist and neurolinguistic programming practitioner. So in talking about results I have what it takes to research and develop very practical science-based solutions to improve human ability to transform their performance and the results that they produce. I have already demonstrated the power of Resultsology in many areas by helping people to change their performance and results by using Resultsology.

The Power of Using Formulas and Other Types Solutions

Many organisations do not use science, formulas and solutions in their management. Instead they use generic knowledge and non-scientific models and methods. This nonuse of science including formulas and other types of solutions in their management contributes significantly to underperformance. Here is what I mean;

1. If you have a problem and you get the correct solution for solving the problem, then you will certainly solve the problem.
2. If you have a goal that you want to achieve and you have the correct goal achievement formula then you will certainly achieve the goal
3. If you want to get a career promotion within three years from now and you have a within-3-years career promotion solution and you use the solution then you will certainly get the promotion within 3 years
4. If you have dream and you have the dream manifestation formula then you will certainly manifest the dream.

You can see that thinking in terms of formulas and solutions brings a dramatic improvement in individual, team and organisational performance and results. This is the whole aim of Resulstology, the scientific study of the science of how humans produce the kind of performance and results that they produce as individuals, teams, organisations and societies in different areas of life such as environmental management, business, economies, careers, professionals, roles and others.

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?Simon Bere, 2024