Why Resultsology and Results Management And Not Performance Management? Part One

Most Companies are Producing Performance and Results Below Their Full Potential

The overwhelming majority of companies, organisations, businesses, economies and societies are still using traditional performance management approaches. At the same time, many of these companies, organisations, businesses and economies are underperforming when compared to their full potential. Some companies and organisations are beginning to realise this and taking action but most still don’t.

There are many tale-tale signs that things are not working when it comes to conventional performance management.

14 Attribute of Traditional Performance Management

Many researches point to one fact; traditional performance management approaches work but are not producing the best possible performance and results. A lot of potential remains locked and underutilised inside organisations. Companies and businesses collapse when they shouldn’t; the common reason they collapse is largely the use of traditional approaches to performance management.

1.??????Traditional performance management uses a management approach with little science involved in many cases it lacks real performance science.

2.??????Traditional performance management focuses mostly on the performance of individuals and much less on the performance of teams and the whole organisation as a system of teams.

3.??????Traditional performance management does not use a systems thinking approach whereas people as individuals, teams and organisations are systems.

4.??????Traditional performance management lack a serious, logical syntax directed or arising from the desired overall results.

5.??????Traditional performance management in many companies organisations and businesses

6.??????In theory, traditional performance management must ensure the overall effectiveness of the organisation or company or business, but in reality most organisations are not as effective as they should be.

7.??????Traditional performance management assumes that the individual has the full control of all the elements that drive the individual’s performance, when in fact the opposite is true.

8.??????The performance management approach assumes many things about the performer and lacks serious strategy at the individual level. The approach is more of operational and tactical.

9.??????The definition of performance is focuses more on assessing and evaluation outputs of the individual or team or organisation; it assumes the individual has all what he or she needs to produce the desired results. It focus more on achievement and much less the specifics required to ensure the attainment of those achievements

10.??Traditional or conventional management approach is more about achievement of set of activities, but the actions may lack serious syntactical link to the overall strategy or desired results of the company.

11.??Traditional performance management over-relies on models and tools to support activities, it has much less focus on the people in terms of their knowledge, information, skills, strategies, natural potential and mental dynamics involved in performance and results.

12.??Traditional performance management does not follow a credible step by step process for improving the odds of attaining high performance from individuals, teams and organisations.

13.??Traditional performance management over emphasises the importance of hiring the best and under estimates the importance of having a great theory and practice in human and organisational performance including the focus on individual potential, performance science and using a scientific approach to building and leading organisations and teams.

14.??Traditional management appreciate the importance of teams in performance; but it does not enough of effective work in ensuring that they have high performance teams. ?

15.??The best attempt to provide coordination in human performance is the Balanced Score Card, but still it leaves out the critical factors that drive human performance at individual and organisational levels.

Traditional Performance Management

Traditional performance management works to a certain point, but it fails to help companies, organisations, businesses and economies to produce their best performance and results compared to their inherent potential. This is what resultsology and the results management approach solve. Resultsology is the scientific study of the science behind human performance and results.

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?Simon Bere, 2023