Our performance ecosystem is comprised of Performance Planning, Performance Accountability, Performance Monitoring and Reporting, Performance Electronic System, Performance Skills Development and Performance Culture. The scope of our services is defined within the Performance Ecosystem.
The web-based electronic system powers the performance ecosystem with the following features:
Strategy Development involves the development of the implementation plans to enable achievement of an organisation’s Vision and Mission.
Successful strategies must facilitate establishing Departmental and Individual Accountability, and allow for ease of monitoring and evaluation to assess progress.
Our Value Proposition comprises of the facilitation of a Strategy Workshop that enables equipping of teams with skills to develop and cascade their strategies.
Our distinctiveness lies in a collaborative process using a Results Based Planning Framework with clear measurable indicators that provides for seamless integration between organisational and employee performance.
The basis of Performance Accountability is performance monitoring and evaluation. Performance Accountability involves assigning accountabilities to teams and individuals to clarify roles and expectations. This is achieved through annual organisational and departmental plans and individual employee performance plans and agreements.
Annual Plans are defined by using a robust results-based planning framework. This framework affords an ease of cascading of plans whilst maintaining a line of sight to overall vision, goals and strategies of an organisation. The results-based planning process enables the definition of quantitative measurement indicators, the assignment of accountabilities and the definition of performance, financial targets and plans. With the use of performance agreements the process provides seamless integration between organisational and individual performance.
Our value proposition involves the facilitation of workshops to develop or restate annual plans and to enable ease of preparation of automated performance agreements.
Performance Skills Development aims to build institutional capacity to develop robust annual plans, prepare and review performance agreements, update and monitor progress and prepare and finalise performance evaluations.
Our Value Proposition involves the following capacity-building programmes:
Performance Management Training Programme: Empowers delegates with system and soft skills to complete performance agreements, update progress and complete performance evaluations.
SuperUser System Training Programme: Equips SuperUsers with skills to administer the system.
Leadership Performance Management Programme: Empowers leaders, managers and supervisors with skills to manage performance.
Results Based Leadership Programme: This highly experiential leadership programme aims to equip leaders to develop business plans, set up team contracts, monitor and evaluate performance, build organisational culture, manage employee careers, and equip themselves with skills to embark upon a journey of personal leadership transformation.
Performance Culture Development encompasses the building of a high performance culture which is underpinned by increased employee morale, effective teamwork, impactful leadership and committed employees.
Our Value Proposition comprises the following culture-building initiatives:
Good-to-Great Programme: This programme involves the assessment of organisational status, the creation of a platform for buy-in and commitment and a framework to design and implement initiatives to enable the organisation to move from good to great.
Project Management: This involves project planning, monitoring and reporting, underpinned by robust structures with regards to project governance i.e. Project steering committees, project committees and pathfinder committees.
Vision Diary: This comprises a suite of solutions to improve organisational communication.
Teambuilding: This comprises a suite of indoor and outdoor team activities with our partners (Affordable Adventures Ignition).
Personality Profiling: This involves personality assessments using proven, effective online assessment tools which enables greater employee and leadership self-awareness, improves communication, teamwork, employee morale and decision-making. Personality Profiling results in improved overall employee and organisational performance.
Our programme is rooted in the model that is the Vision Activ Results Based Accountability Model.
The model advocate that the results that we ultimately achieve is impacted by how people delivery on their accountabilities
How people deliver on their accountabilities is influenced by the:
Governance is about the monitoring, and how do we conduct effective monitoring and reporting on what we set out that we wanted to achieve
The planning, leadership and governance is influenced by the assumption that people hold, the beliefs people hold and the relationships they maintain. What happens in life whenever we want to do something of change we often go out and first point to accountabilities. We want to address these areas and that is why we don’t get sustainable changes.
Our basis of design is we first need to engage people emotionally in regards to the assumptions they hold, the beliefs they hold and their relationships. So when they understand the inner-self, we then align them intellectually with skills, tools and processes and then provide the opportunity to reinforce behaviour. Within the performance framework the reinforcement of behaviour, this is where the system will enable you to reinforce what you set out to achieve
The benefits of our performance ecosystem are defined from an Organisational Leadership and Employee perspectives:
From an Organisational Perspective our performance ecosystem will:
From a Leadership Perspective our performance ecosystem will:
From an Employee Perspective our Performance Ecosystem will: