EVIDENCE BASED PRACTICES II ::
How Evidence Based Business Practices and Leadership Create High Performance Cultures:
Part II Ė Further Diagnosis and Prescription
Brief recap from last monthís article:
The Performance Management Eye Chart (bottom-up assessment) will pinpoint who among the front-line managers of a healthcare organization is performing exceptionally and who is not. Furthermore, it will show how front-line leaders compare to one another, their healthcare peers, and national benchmarks.
Having taken the employeesí view of their managers and having compared that to national benchmarks, the next step to determine how the executives view their managers. Whereas the Performance Management Eye Chart measures the performance of managers as perceived by their staff, the Talent Management Eye Chart measures the talent of managers as perceived by their superiors.
Once all the data is collected and analyzed, a Leadership Decision-Tree Roadmap is created. This Roadmap is essentially a predictive index that shows you:
Again, the goal is to achieve the best alignment and probability of success by matching the most effective leadership talent available with the demands of the position (AKA appointing the right people in the right roles). Since there is so much at stake, we believe that department leaders should not be selected on the basis of tenure or potential but rather on the basis of demonstrated leadership capability. Specific prescriptions include: