Actividades versus resultados

Há dias recordava em "Ceci n'est pas une pipe" a diferença entre conformidade e desempenho.
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Depois, esta semana, em "Mongo e os medicamentos", interroguei-me sinceramente sobre as dificuldades na Saúde para evoluir para a personalização.
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Agora, leio "What Health Care Leaders Need to Do to Improve Value for Patients" e sublinho:

"More and more health care organizations are beginning to track their performance on outcomes – and they’re finding that getting started isn’t easy. The change that’s needed can be overwhelming. Measuring outcomes requires redesigned workflows, enhanced coordination across departments, and investment in new resources. Above all, it requires strong resolve and adept leadership."

Recuei a 2007 e a "Mais um monumento à treta - parte II" e aos planos de actividades da administração pública, carregados de actividades e parcos, muito parcos em metas, em pôr o pescoço no cepo, em comprometerem-se com resultados ... já oiço as palavras do outra vez ministro:

"Acham que a função de um Governo é estar a antecipar uma evolução negativa para a qual não tem ainda nenhum dado que o confirme? Se o estivesse a fazer, seria um profundo erro."

Quando uma organização abandona a segurança das actividades e se concentra no que realmente interessa, os resultados, é uma mudança de paradigma brutal.

Focalização em objectivos e definição de indicadores indutores

A primeira disciplina passa pela focalização num número restrito de "Wildly Important Goals".

"The second discipline is to apply disproportionate energy to the activities that drive your lead measures. This provides the leverage for achieving the lag measures.

... Lead measures are the “measures” of the activities most connected to achieving the goal.
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While a lag measure tells you if you’ve achieved the goal, a lead measure tells you if you are likely to achieve the goal. While a lag measure is hard to do anything about, a lead measure is virtually within your control. [Moi ici: Os autores queixam-se que os empresários com quem trabalham concentram-se demasiado nos indicadores de resultados. Interessante, a minha experiência é diferente, o que encontro muitas vezes são indicadores de actividades, indicadores de quantidade de trabalho e, poucos ou nenhuns de resultados]
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Once you have defined your wildly important goal it would seem natural, even intuitive, to then create a detailed plan listing all of the specific tasks and sub tasks required for achieving the goal in the coming months. But with Discipline 2, that’s not what you are going to do.
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Discipline 2 requires you to define the daily or weekly measures, the achievement of which will lead to the goal.
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A lag measure is the measurement of a result you are trying to achieve.
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Lead measures are different; they foretell the result. They have two primary characteristics. First, a lead measure is predictive, meaning that if the lead measure changes, you can predict that the lag measure also will change. Second, a lead measure is influenceable; it can be directly influenced by the team. That is, the team can make a lead measure happen without a significant dependence on another team.
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In Discipline 2, you create lead measures, the movement of which will become the driving force for achieving the WIG.
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There’s a problem with lead measures. Where do leaders normally fixate, on lead measures or on lag measures? That’s right. As a leader, you’ve likely spent your entire career focusing on lag measures even though you can’t directly affect them.
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The key principle behind lead measures is simply this: leverage. Think of it this way: achieving your wildly important goal is like trying to move a giant rock; but despite all the energy your team exerts, it doesn’t move. It’s not a question of effort; if it were, you and your team would already have moved it. The problem is that effort alone isn’t enough. Lead measures act like a lever, making it possible to move that rock. Now consider the two primary characteristics of a lever. First, unlike the rock, the lever is something we can move: It’s influenceable. Second, when the lever moves, the rock moves: It’s predictive.

Trechos retirados de "The 4 Disciplines of Execution: Achieving Your Wildly Important Goals" de Chris McChesney, Sean Covey e Jim Huling.

Muita gente devia meditar sobre isto

"Robert Schaffer has identified “seven deadly sins” of demand making, all of which are motivated by the desire to avoid confrontations with subordinates. As you read the following descriptions, ask yourself whether you recognize any of them in your own work.
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No. 1: Backing away from expectations so that a goal really becomes a wish that people can choose to ignore.
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No. 2: Engaging in charades, which conveys that the goal is just an exercise that you have to do for appearances’ sake, but you know it’s not really going to happen.
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No. 3: Accepting seesaw trades so that if your people take on one goal, they’ll get relief on another.
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No. 4: Setting vague or distant goals by putting the time frame far out into the future.
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No. 5: Not establishing consequences, so it’s impossible to differentiate between those who successfully achieve goals and those who do not.
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No. 6: Setting too many goals, which allows subordinates to pick and choose the goals they either want or find easiest to meet, but not necessarily the ones that are most important.
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No. 7: Allowing deflection to preparations and studies, which delays the moment of commitment to a real goal." 

Trechos retirados de "The Seven Deadly Sins of Making Demands"

Input bias

A propósito de "É a vida":

"Input bias: using signs of effort to judge outcomes.
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Don't confuse effort with outcomes.
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Make sure your metrics are meaningful.
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Examine your incentives"

Francesca Gino em "Measure Employee Productivity Accurately"

Resultados do monumento à treta - payback time

Hoje no Público leio "Violência doméstica volta a matar mais este ano":
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"Nos primeiros dez meses do ano foram assassinadas em Portugal pelo menos 30 mulheres vítimas de violência doméstica, mais uma do que em 2009. "
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Há cerca de 3 anos escrevi este postal "Mais um monumento à treta - parte II" acerca do III PLANO NACIONAL CONTRA A VIOLÊNCIA DOMÉSTICA (2007-2010).
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Se calhar, especulo, podemos ler os relatórios de actividades anuais e concluir que a execução do plano foi um sucesso, que todas as actividades previstas foram realizadas e correram muito bem.
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É verdade, em nenhum lado do referido III PLANO NACIONAL CONTRA A VIOLÊNCIA DOMÉSTICA (2007-2010) aparece um objectivo mensurável, uma meta, um compromisso verificável à posteriori de reduzir a violência doméstica.
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Não acreditam? Leiam-no!
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Estes planos só contemplam a execução de boas acções, de acções bem intencionadas, não se comprometem com resultados.
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Assim, são sempre mancos, permitem a monitorização das actividades, o acompanhamento da sua execução, mas não permitem a comparação com os resultados pretendidos, não facultam o feedback que permitiria perceber quais as acções mais eficazes e que devem ser reforçadas, e quais as que devem ser eliminadas por não trazerem resultados.
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Planos desenhados desta forma, em que os objectivos são a concretização das actividades e não o cumprimento de metas, têm uma vantagem para os responsáveis... o risco é mínimo!!!
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E recordo este postal de Junho de 2009 "Fazer a mudança acontecer (parte II)":
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"6. Bias to Orthodoxy, Not Empiricism. Because of the absence of clear-cut beginnings and ends and an inability to link cause and effect, there is virtually no opportunity in activity-centered improvement programs to learn useful lessons and apply them to future programs. Instead, as in any approach based on faith rather than evidence, the advocates-convinced they already know all the answers - merely urge more dedication to the "right" steps." (Moi ici: Drucker escreveu algo nesta linha. A religião leva a que o não aparecimento de resultados seja visto como a necessidade de investir ainda mais a redobrar os esforços: “No institution likes to abandon anything it does. Business is no exception. In an institution that is being paid for its performance and results and that stands, therefore, under a performance test, the unproductive, the obsolete, will sooner or later be killed off by the customers. In a budget-based institution no such discipline is being enforced. On the contrary; what such an institution does is always virtuous and likely to be considered in the public interest.The temptation is great, therefore, to respond to lack of results by redoubling efforts. The temptation is great to double the budget, precisely because there is no performance. The temptation, above all, is to blame the outside world for its stupidity or its reactionary resistance, and to consider lack of results a proof of one’s own righteousness and a reason in itself for keeping on with the good work.The tendency to perpetuate the unproductive is by no means confined to service institutions in the public sector.”)

Desmascarar mitos (parte IV)

Em 1992 comecei a receber a revista Harvard Business Review. No primeiro número que chegou às minhas mãos havia dois artigos que captaram a minha atenção, um sobre algo a que os autores chamavam balanced scorecard e outro com o título "Successful Change Programs Begin with Results".
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Um dos primeiros livros que encomendei do estrangeiro foi do autor do artigo, Robert H Schaffer, "The Breakthrough Strategy" com o seu zest factor. 
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Pois bem, a revista Harvard Business Review de Setembro de 2009 incluiu mais um artigo de Schaffer "Four Mistakes Leaders Keep Making":
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"Everyone has seen senior managers announce major directional changes or new goals without spelling out credible plans for achieving them or specifying who’s accountable: for instance, “We are going to reduce the use of cash by 40% next year”" (Moi ici: Onde é que já ouvimos isto?)
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"A large iron mining and processing company was receiving many angry complaints about quality from its largest customer.
The CEO met those complaints with apologies and vague promises, and strongly reprimanded the general manager of the guilty operation. The GM in turn held management meetings and communicated with employees about quality—month after month—but there was no discernible improvement.
He would have been affronted by the suggestion that his expectation setting was faulty, even though he’d never established specific goals or explicit plans for achieving them."
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-Planos são para os "maricas" dizem-me algumas vezes. A gente já sabe o que fazer!
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Pois... sem planos: sem especificar o que fazer de concreto, por quem até quando, estamos no reino dos mitos

Actividades versus resultados

"Many companies confuse activities and results. As a consequence, they make the mistake of designing a process that sets out milestones in the form of activities that must be carried out during the sales cycle. Salespeople (Moi ici: e muito mais gente) have a genius for doing what's compensated rather than what's effective. If your process has an activity such as "submit proposal" or "make cold call," then that's just what your people will do. No matter that the calls were to the wrong customer or went nowhere. No matter that the proposal wasn't submitted at the right point in the buying decision or contained inappropriate information. The process asked for activity, and activity was what it got. Salespeople have done what was asked for. "Garbage in, garbage out" they will delight in telling you. "It's not our problem, it's this dumb process.""

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"It is more important to know where you are going than to get there quickly. Do not mistake activity for achievement." (Mabel Newcomber)

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Primeiro trecho de Neil Rackham em "Rethinking the Sales Force - Redefining Selling to Create and Capture Customer value".