Strong results, ability to adapt to change, satisfied customers and employees, and focus on continuous improvement.

The challenge

Organizations around the world are seeking sustained success. The challenge most organizations face in that context is deciding their first step. Should the company start by hiring talented professionals to supplement the current team? Or would it be more effective to streamline decision-making processes, or create new incentives? Maximizing the chances of success requires executives to identify and prioritize the specific outcomes they would like their organization to achieve.

Why is this challenge worth embracing?

High Performance Organizations achieve far superior performance over time compared to their peers in the sector. Their disciplined focus on core priorities is rewarded by sustained, excellent financial and non-financial performance. These organizations make a concerted effort to ensure constant improvement in their processes, systems and behavior. They stick to what works for them, initiating change to strengthen their core capabilities and competencies on a daily basis.

What needs to happen to get from here to there?

• Focus is key. An organization that lacks focus may be tempted to chase the latest management trends instead of building on the foundations of its present success: processes, systems and behavior. Several crucial success factors make the difference for every High Performance Organization.
• Leaders who lead by example to achieve an ambitious purpose, demonstrating accountability and integrity, communicating expectations clearly and taking decisive action to achieve results.
• An environment that fosters innovation and employee engagement through effective feedback mechanisms, ensuring that knowledge and expertise are embedded in the organization.
• Long-term partnerships based on teamwork with suppliers, customers and employees, creating continuity, consistency and loyalty across the board.
• A firm commitment to iterative improvement based on unambiguous measures in core competencies, streamlining and innovating processes, products and services and outsourcing non-core activities.
• A resilient, creative workforce representing a comprehensive range of skills, encouraged to perform to the best of their ability and facilitated in achieving results.
• Very clear standards are the hallmark of every HPO: standards that define behavior, service/product quality and ways of working.

What could delay success?

As strategy evolves in response to rapid changes, an organization needs to adjust accordingly. Consistent growth requires organizations to adapt to a dynamic, competitive environment without adding bulk. Cost leaders understand how to streamline, stripping away excess complexity and achieving efficiency and productivity. Efficient decision-making is an important part of that. When command structures, accountability and timelines are clear, the best possible results are easier to achieve. Organizations that make decisions quickly and effectively and implement them consistently will outperform the rest. Solid competencies and a dedicated workforce are the heart of any organization. Superior performance requires excellence in key capabilities, and satisfactory results in other areas. Engaged employees that are invested in their results are more willing to go the extra mile, becoming vital assets that help ensure the company’s long-term success.

What does success look like?

High scores on the HPO success factors outlined above correlate strongly to superior financial performance. In High Performance Organizations, revenue growth increases by 10% on average, while profitability increased by 25% compared to non High Performance peers. Other areas that show strong improvement in HPOs include customer satisfaction, customer loyalty, employee loyalty, and quality of products and services. This holds true in every industry, sector and country around the globe. High Performance Organizations are simply more successful; the extra effort pays off.

Key questions

How do I know when we have become a High Performance Organization? How do we measure success? How do we ensure alignment with strategic priorities? What does leadership look like in an HPO? What behavior is required for an HPO? What systems, processes, and structures can contribute to organizational performance? How do I identify core competencies and strategic capabilities? How do we close any gaps in our foundation? How can we eliminate our liabilities? How can we build on our strengths? What do I do with legacy routines and old approaches? How do I help my employees take ownership of their work? How can I govern performance? How do I make my legacy infrastructure more agile and accessible?