The Performance Triangle

Diagnostic Mentoring to Manage Organizations and People for Superior Performance in Turbulent Times

LID Business Media, 2014

15 min read

10 take-aways

Audio & text

What's inside?

Self-help for CEOs: how companies can learn to adapt, make better decisions and exercise agility.

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Innovative
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Recommendation

This “Performance Triangle” text is a tool, manual and guide. Swiss management consultant Lukas Michel bases it on data from his extensive study of organizations over the course of his 30-year career. He understands that modern companies must adapt, make better decisions and exercise agility in a system that centers on people. His triangle shows how strong organizations structure themselves. Michel offers a “leadership scorecard” and an organizational diagnostic plus warnings, suggestions and ideas for building a powerful framework for organizational success. Instead of reading it cover to cover, you might carry out the diagnostic on page 18, identify your priorities and turn to the specific sections offering insights into those areas. Michel avoids giving tips or prescribing a “to-do” list, but he shows you how to develop solutions using his “diagnostic self-mentoring” tool for thoughtful executives. getAbstract recommends Michel’s ambitious, demanding book to determined leaders seeking insight into what elements of their operations require attention.

Summary

The “Performance Triangle”

The Performance Triangle is a tool that can help you deepen the connection that the people in your workforce feel with your organization. By drawing a triangle, you can see how your “culture, leadership and systems” relate to your employees’ “collaboration, purpose and relationships.”

Your people are at the center of your triangle and your firm. Structure your company to motivate them through shared purpose and a flexible system. You want your employees to feel a powerful purpose, to collaborate freely and to build strong relationships. This requires good leadership and smart, meaningful systems that support a “people-centric” culture. As you create this system, lead your employees to expect to focus on your customers and to make good decisions across the firm.

A People-Centric Philosophy

People crave a work environment that makes it as easy as possible to do good work and produce. In the past, two theories about managing workers held sway. The first held that employees try to do the least work possible and need extrinsic motivations and command-and-control management. That is no longer the prevailing thinking.

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About the Author

Swiss management consultant Lukas Michel founded Agility Insights AG, in 2002.

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L. M. 8 years ago

Here is the free online Agile Management Score diagnostic tool for the book: https://www.agilityinsights.com/en/what-we-do/agile-management-score
G. G. 8 years ago

Some excellent take-aways. Curious to read more!

Lukas Michel