You hear a lot about the importance of metrics in organizations. When it comes to behavior and performance, as the saying goes, you rep what you measure. It’s also said that you can’t manage what you can’t measure.
While it is necessary for leaders to build “evidence-based” decisions that are based on facts, some organizations go overboard when it comes to metrics.
The popularity of the Balanced Scorecard a few years serve, was partly due to its ease-of-use. An ideal Balanced Scorecard, though, should be a one-page, easy to comprehend navigational tool. Many organizations ended up creating binders corpulent of “important” metrics that were anything but balanced.
When a leader is beholden to a million different metrics, he or she will glum too powerful time generating reams of data and management reports. And when a leader’s possess performance is judged against a million different things, it’s hard to suss out what the leader should focus on most. When all metrics are deemed indispensable, all metrics become trivialized.
There is one metric that matters above all others. It is the metric that shows whether an organization is growing, progressing, and evolving, or whether it’s doing the opposite. It is a simple metric that is easy to unique and communicate. Ultimately it is the metric that defines whether or not a leader is being successful.
The metric is – drumroll please…
Best Year Ever (BYE)
At the ruin of each year, a leader needs to assess whether the completed year was the Best Year Ever. If it was, the leader is doing a edifying job. If it wasn’t, the leader’s current goal is to produce certain the next year will be the best year ever.
When you as a leader wave goodbye to the year that was, you should be able to loudly proclaim BYE!
The BYE metric is based on the first rule of leadership: The best days of your organization should always be in front of it. People are most motivated when they are working toward a worthwhile future, not when they are reminiscing about the glory days of the past. When leaders and workers are in perpetual pursuit of better, they retain complacency and overconfidence at bay. Having a really first-rate year is superior, but having a BYE trumps all!
Now, not every year will be a financial BYE. So when closing out a year, a leader should tell multiple BYE categories, including:
*BYE for Overcoming Hardship
*BYE for Capitalizing on Opportunities
*BYE for Making sparkling Mistakes
*BYE for Improving the Workplace
*BYE for Closing unusual Business
*BYE for Delivering Quality Work
*BYE for Upholding Quality and Safety
You salvage the concept. As a leader, you should sit down with your team and clarify a microscopic list of BYE’s that matter most. Rather than have a million metrics, focus on the BYE’s that horrified how you, your organization, and your workforce is progressing forward and upward.
? 2013. Bill Treasurer. All rights reserved.