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Strategy maps in government sector

July 27th, 2010
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The concept of strategy maps is based on the assumption that financial indicators do not always give a full picture of the company activity.  That’s why this model better suits companies and commercial organizations that have the primary goal of making profits.  It also concerns government sector.  This article focuses on approaches to implementation of strategy maps in government and nonprofit organizations, and changes which need to be introduced to the strategy maps concept as compared to their commercial counterparts.

Use of strategy maps in public organizations

Strategy maps complement financial information on the performed actions.  Consequently, companies that have the primary goal of making short-term profits have no urgent need in implementation of strategy maps.  But it would be interesting to know what information the company needs and what systems of gathering information are used in such companies.  Strategic maps are mostly helpful for description of those operations the result which will be visible in future, and advantages (such as profits increase) will not be immediate.  Such operations are performed by support and development departments, although their final goal is to increase profits for the company.

This is especially true for central and local government bodies.  As a service supplier, the government sector has almost the same requirements to administrative management as commercial organizations.  Since the early 1950s the U.S. and other countries have been arguing on success criteria which determine efficiency of government bodies and methods of analysis performed when choosing economic policy.

Currently, strategic maps are being tested in some departments and bodies of central and local governments.  Unfortunately, there are no real cases of a full implementation of strategy maps and Balanced Scorecard.

Strategy maps and local government

Regional and municipal government of Sweden has been using different performance evaluation tools with a set of key performance indicators.  Recently a “customer – supplier” model has been gaining popularity. Local government purchases or orders necessary services and pays for them with the taxpayers’ money.  In order to review the volume of supplied services and even change the supplier, local government is freed from any responsibility as a service supplier.  This responsibility goes to municipal departments that render services.  For example, healthcare department may be divided into several sub-departments, one of which renders services.  The customer goal is to get the best services for taxpayers’ money.  It is very important to introduce indicators related to customer satisfaction.  Thus, introduction of non-financial indicators is very helpful.  If customers are not satisfied, the results cannot be viewed as positive.  Strategic maps can be used both by different service administrators (local government, school councils, hospital management) and service suppliers that are directly responsible to taxpayers and local governments for rendering high quality services.

In fact, a number of municipal bodies in Sweden are using different modifications of strategy maps.  Some local governments have been using key performance indicators which can be easily represented in the form of strategy maps.  It is believed that the key advantage of using strategy maps is related to comparative analysis or benchmarking which is easy to be introduced in municipal bodies, as compared to private companies.  Indicators used by Swedish authorities are related to resources, activity types and perception of government policy and actions by taxpayers.  Moreover, some indicators characterize public attitude towards actions/decisions of the local government.  Some municipal departments even go further by introduction of strategy maps in schools and hospitals.  The local authorities want to know answers to such questions: are students satisfied with curriculum, do patients like their stay in the hospital etc?

Of course, the bulk of indicators are related to financial issues.  Thus, indicators describe the number of real estate objects, equipment units, expenses for maintenance of real estate and production facilities, total length of roads and highways, traffic lights units, of street lights etc.  Through measurement of maintenance expenses it is possible to optimize them (average maintenance costs per one light post, meter of track etc.) The choice of such indicators depends on the way they will be used in decision making.

Distinctive features of strategy maps in government sector

Methods of using and implementation of strategy maps by local governments look almost the same as the methods used by commercial organizations.  However, certain changes and amendments must be introduced to strategy maps to bring them into full conformity with the demands to government organizations.

First and foremost, the concept of strategy maps is based on balance between different activity aspects and criteria.  Moreover, such balance should promote long-term profitability for the company.  Organizations referring to local and central government bodies are pursuing different goals.  Obviously, a substitute for financial category must be found.

Secondly, the four categories of Balanced Scorecard should also undergo certain changes.  At the same time, this model is quite universal and thus can be used in government sector.  Both government and commercial business sector uses strategy map model of the type “yesterday-today-tomorrow.” In other words, it is believed that financial category includes indicators which mostly refer to the past (“yesterday”).  Other Balanced Scorecard categories include indicators and measures related to something that will happen.  But instead of financial aspect government organization should rather describe results of their work in a broader sense in accordance to the model “expenses-results.” The owner of such organization will be the entire society representatives of which form legislative bodies and the government.  For example, when implementing strategy maps in schools the following indicators may be used: number of graduates, number of job positions occupied by graduates in future etc.  These categories are used from the service provider perspective.  As to the customer perspective, graduates themselves can evaluate quality of received education.  From social perspective, the schools should provide society with a certain number of graduates possessing certain knowledge.

Customer perspective can be substituted by focus on relations
.  Customers are supreme value for a commercial organization.  In case of government bodies customers are citizens, city inhabitants, taxpayers.  Through substitution of customer relations by focus on relations changes in municipal environment can be easily tracked.

Learning and growth perspective is something that needs no changes when government organization implements strategy maps.  Learning and growth perspective should give answer to the question: “What will happen in future?” What will city infrastructure look like?  What did the architect concept for the city?  What is the progress with renovation of schools and other educational establishments?

Summary

Although advantages of using strategy maps in government sector are obvious and moreover tested by local governments in different countries, it would be wrong to talk about full scale use of strategy maps and Balanced Scorecard by government bodies.  Politics is very subtle and complex thing.  Sometimes something that is said to be done is not done in fact.  Political decisions may bring effect of Balanced Scorecard and strategy map to naught.  Relations of taxpayers and government bodies are sometimes very complicated.  If the information obtained with the help of strategy maps appears in newspapers headlines it will be rather discouraging for the society.  Voters remember promises of politicians, but these promises are often forgotten.  However, it doesn’t mean that the concept of Balanced Scorecard has no chances for survival in the government sector.  Just to the contrary strategy maps appeared to be quite ineffective tool for state governance.

Use of Balanced Scorecard is rather recommended for local governments that will describe their accomplishments with the help of strategy maps.  It would be great if a taxpayer can visit Internet page and look at that the development strategy of his native city and check how his money is used.  Of course, Balanced Scorecard and strategy map concept should be adapted to specific character of the government sector.  This is something that can be really done, although no one is claiming then this will be an easy task.

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Cause and effect ties between indicators in strategy maps

July 23rd, 2010
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Balanced Scorecard system has gained such a tremendous popularity that it has become a choice for many companies and businesses, some of which were somewhat light-minded before BSC implementation.  This revolutionary performance evaluation and strategic management tool seems like a magic stick for so many companies that hope Balanced Scorecard will turn their businesses successful overnight.  Unfortunately, or just to the contrary, fortunately, Balanced Scorecard is just a tool that can be both helpful and harmful, depending on whose hands are holding this tool.

Much has been written on most common mistakes and problematic areas associated with Balanced Scorecard implementation.  It has become clear that every implementation stage of Balanced Scorecard requires much persistence, knowledge, skills, experience and patience.  Balanced Scorecard does not work in the short term while there are so many top managers and business owners who want to have immediate positive financial results.

One of the greatest advantages of Balanced Scorecard is that this system makes it possible to clearly see cause and effect ties between indicators and BSC categories.  What are cause and effect ties?  Let’s analyze a hypothetical example! 

The company owners have set certain financial goals – to increase cost of company shares, gain competitive advantage through winning favor of new customers and thus occupying a greater market share.  As known, Balanced Scorecard evaluates indicators in the four categories which are called perspectives: financial, customer, internal processes, learning and growth.  The above goals are referred to financial category, but their implementation is impossible without measuring performance and implementation of goals in the three other categories.  With the help of strategy maps which are created by Balanced Scorecard software it will be possible to see HOW financial results will be obtained.  For example, to win favor of new customers it is necessary to introduce innovative products at competitive prices, which requires extensive use of company intellectual potential, optimization of internal structure, education and coaching of personnel.  So, this looks like a chain in which implementation of every subsequent goal is impossible without completion of the preceding one.  Understanding of cause and effect ties will give clear answers to most important question – of how to achieve success?

Cause and effect ties between indicators

The balance between different indicators and aspects of activity, included to strategic maps, has an exceptional importance.  Often, companies aimed at setting priorities and ties between different key success factors.  Here are some examples:

  • What is the urgency of improvements in personal computer literacy?
  • How does performance of customer support service influence rate of repeated sales?
  • What is more profitable in the long term: improvements of business processes or price cutting strategy?

In such a way it would be logical to create a scheme which reflects ties between separate indicators of the strategy map.  For example, if customers remain satisfied with the product quality and customer support service, such customers are more likely to become a regular customers for the company which increases profits.  This is a direct way to implementation of financial strategic goals.  This scheme also underlines importance of separate indicators.  For instance, customer service in bank’s regional branches is characterized by indicator developed based on customer satisfaction index, as well as results of the audit and timely submission of annual reports to the head office.

The two types of cause and effect ties

Cause and effect ties can be of two types.  The first type includes ties which can be measured, evaluated and analyzed based on the experience or conducted research.  These may be, for example, influence of improvements in personnel computer literacy on added value of the company, or reaction of customers to offered services and support.  The second type implies supposed ties.  For example, it is possible to expect that increase in number of company web page visitors will encourage company managers to investigate new business opportunities and make investments in IT sphere.  There can be many various consequences of such a decision, but no research will prove or dispel this assumption.

It is possible to say that conclusions on interrelations between different key performance indicators in the strategic map can be made based on the experience and results of special research, but still some certainty may remain.

How to research cause and effect ties between KPIs


Research of cause and effect ties between indicators can be performed in two directions
.  When decomposing mission and strategy to the level of key performance indicators and objectives the company moves from general notions to specified and detailed ones.  But then when mission and strategy is promoted in different departments and business units of the company with the help of strategy maps, key performance indicators build a chain of absence which leads to implementation of mission and strategic goals.  Key performance indicators in the strategy maps secure interrelation between key activities aspects.

Increase of human resource value in the company and its intellectual potential caused growth of intellectual capital in relations with customers, which also influences company profitability.  Some consulting companies claim that they manage to identify these ties.

Of course, these examples are very interesting but still it is impossible to identify a general trend.  These are just separate cases that illustrate only one aspect of a problem.  For instance, if company development very much depends on IT support, than knowledge and experience obtained by personnel will not be the only important factor.  It would be necessary to evaluate quality, accessibility and efficiency of using IT technologies.  This example vividly demonstrates the necessity for creation of a system of indicators capable of representing all critical success factors in full.

Number of indicators and ties in strategic maps

Is it necessary to describe cause and effect ties between indicators in the strategy maps?  Some strategic maps may include several indicators which are not related with one another.  This peculiarity is one of the advantages of strategy maps as compared to traditional financial reports.  If it is possible to identify ties between separate indicators, then such KPIs as personal computer literacy or customer support service quality can be formulated in financial figures.  In general, it would be better to leave identification of cause and effect ties between such indicators for users of strategy maps.  Setting priorities is in fact one of the major advantages of strategy maps development.  The choice of certain priorities means that developers of strategic map you favor to certain expected results.  For example, if company wants to improve customer support service, then improvements in business processes or price cutting strategy will be given relatively less priority.  Actually, company priorities should dictate certain succession of its actions.

It is not recommended to considerably decrease the number of key performance indicators in strategic maps as additional indicators makes it possible for company personnel to learn more about their business.  In open discussions may be held in order to explain ties between separate indicators.  If the indicator value is calculated based on statistical research, it is recommended to perform such a research.

When calculating final indicators and indexes on top levels of organization hierarchy both anticipated cause and effect ties and identified ones.  Widely used indicators related to customer satisfaction or human resource capital often present qualitative assessment of questionnaire results on customer attitude to certain aspects of company activity.  For example, grades for employee competence may be calculated as average grade assigned for answering of certain questions listed in the survey.  If the average personnel competence grade is 80% and 75% of managers said that they have necessary experience and knowledge, it means that the company has obvious potential to improve performance.  But is the high rate of those who claim they have necessary knowledge and skills good in all cases?  There are several reasons for a negative answer to this question:

  1. Most employees know they lack knowledge in certain areas and they are working on that.
  2. Job management is ineffective or its core principles are not understood to the personnel, and that’s why employees are doing the job for which they do not have necessary skills and knowledge.  Thus this and the kind word they should not perform.
  3. Company personnel have high claims and always want to improve own professional level.

The last two reasons look quite real.  In the second reason play the most important role in the negative answer, then it wouldn’t be reasonable to start an education and training program, because re-assignment of tasks between employees or improvements and job management will have a greater effect.  If the third reason is a major one then training and education program will be quite effective, and quantify the sense of employees who are not satisfied with own professional level is an argument speaking in favor of the company.  At the same time it would be logical to try to increase this indicator to 75%.

Such reasoning should not undermine belief in efficiency of research in general.  This is rather a reason to think about interpretation of research results.  Besides, this stresses the importance of the right choice of the indicator and accuracy of its evaluation.

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BSC Impementation Case Study (Construction company)

May 29th, 2010
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Balanced Scorecard management system arouses keen interest of top managers of various companies.  However, often those who start implementing BSC fail because they forget about the first and the most important step which is working out of a company strategy.  One should understand that BSC does not substitute strategy but only serves as implementation tool.  That’s why it is imperative to identify company strategy in detail and only then proceed to its formalization with the help of BSC and creation of implementation/control mechanisms.

This article focuses on the work which needs to be done before creation and implementation of Balanced Scorecard.  This serves as a future key success factor for any project.

What is strategy development?

Strategy is a many-sided notion.  Often strategy implies action plan, business concept, conduct principles.  Creators of Balanced Scorecard David Norton and Robert Kaplan defined a strategy as a set of theories on causes and consequences.  This definition makes it possible to present a strategy in the form of a map on which strategic objectives at different levels are linked with cause and effect ties.  What can be more understood and comprehensive than the visual are representation?  Such an approach encourages the strategy to come down from the academic level and makes it a real working tool for ordinary managers.  However, it is not easy to make such a transformation and turn the strategy into a comprehensive strategy map.  Before designing such a map you need to formulate the concept of the strategy.

There are four basic elements of a strategy:

  • Strategic benchmarks (mission, values, vision) which answer questions like “Why do we run this business?” or “What are our goals?”
  • Strategic positioning (market and customer concept) answers questions like “What needs to be done in the market?”
  • Organizational concept which implies necessary changes in the company
  • Basic strategic development direction identifies ways and methods to implement goals

So, if company management has answers to all the questions implied by these strategy elements it is possible to say that such a company has defined its strategy.  In case there are no answers, then all those complex plans and analytical materials will never help since such a company has no strategy.

What is your strategic problem?

This is the key question to be answered before development of a strategy.  Problem is an existing or potential obstacle for company development.  Very often top managers say: “We have got no problems!” This means that they have not yet faced problems.  Smart managers solve problems before they break out in the form of sales decrease, revenue sinking and other catastrophes for any business.  These are strategic problems.  They have not come yet, but there are certain warnings for managers.  It is possible to analyze these signals and understand what changes must be introduced to get company prepared for problems.

Hypothetical case study

Let’s analyze development of a strategy in case study of a general contract building company “X” which offers services of general contractor for projects priced between $0,5-50 million.  On average, the company simultaneously implements 10-12 projects.  The annual amount of work completed by the company is about $90 million.  The company personnel counts 200 employees.  Company “X” is well known in the construction market of its region; it is successfully developing and constantly participating in tenders.

Company owners are worried about lack of stability and pauses between projects.  To avoid idleness the company is often forced to take unprofitable projects and lower tender bids.

Usually, general contractor gets 15% from total project cost (in case of profitable projects).  In fact this figure goes down to 10% which is not suitable for company owners.  They want higher profitability and stability of results.

Managers (who are at the same owners) of the company directly participate in the operational management.  They are not happy with this fact.  As soon as their business reaches certain stability level they want to shift away from management process.

Interests and key problems are identified.  However, it is difficult to find solutions.  This is quite a typical and even normal situation.  In order to formulate a strategy it is imperative to transfer from visible problems to real ones.

Problem analysis, as well as analysis of internal and external environment made it possible to conclude the following:

  1. The market is overwhelmed by price competition.  Consequently there are opportunities for differentiation.
  2. There are “marketing complex” problems (see figure below)
  3. Suitable interest margin is offered in the projects with foreign contractors or in huge construction projects.  However, such projects are often taken by foreign or huge national construction companies.
  4. Quantitative growth is not attractive to founders of the company.  They want an effective midsize company.
  5. There are many spontaneous expenses in the projects caused, among others, by quality problems.
  6. Key causes of quality problems are lack of experienced managers, lack of attention to customers, low quality work of sub-contractors.
  7. Sales related problems:
  • The company is participating a large number of tenders (usually 24 in a quarter) while contracts are concluded only with 2;
  • The company receives most tender invitations not from the customers but through monitoring of construction market;
  • At the initial stages of work with customers a qualitative selection of contacts (identifying non-promising contacts) is not performed which results in overloading of sales department employees and project directors.  This also leads to lack of attention to really promising customers;
  • Lack of interest of project directors in sales (when they have an opportunity to do construction management work they do so), and their low qualification as salespeople.
  • Poor teamwork, misunderstanding between sales department employees and project directors which is evident and understood customers.
  • Weak management when participating in tenders makes it impossible to evaluate risks related to customers and their projects and timely reject the project.
  • There is no analysis of success and failures in tenders which makes it impossible to improve sales process.  That is why tender wins are quite accidental.

8. The company has no clear positioning in the market, and that’s why it does not differ from dozens of similar construction firms in the eyes of customers.

"Marketing complex" problems

"Marketing complex" problems

All these problems make it impossible to create a well balanced portfolio of profitable projects, and that’s why a company is forced to work with unqualified customers.

Find an effective solution

Since we have formulated the problem, there certainly should be solution.  For company “X” this solution is correct positioning.

Top managers posed the most important question: “What is the value of general contracting services for the customer?” before answering this question it was necessary to analyze the entire customer base and experience on previously constructed projects.  As a result, the following conclusion was made: the most successful and profitable projects were implemented when the customer was represented by the organization with no experience in construction business but which has clearly defined its business goals and objectives.  Such an organization needs an experienced general contractor that will help implement creative ideas and at the same time minimize risks related to construction.  The answer to the question on service value looked like this: “General contractor provides customers with a controlled risk level for investment project (for a customer without experience in construction but with a comprehensive business idea)”.  That’s why in such a case the key position in idea is risk management in construction project.

Having identified problems and solution principles it is necessary to make the next step and answer the question: “Why do we run this business and what are our goals?” Sure, there can be just one answer for a commercial organization: “Make money!” However, this answer is not enough to develop a strategy.  Every company consists of people and it has strong ties with external environment.  Developing strategic benchmarks is about understanding who we are and where we go.  This is where mission, vision and values can help.

Key positioning idea

Key positioning idea

Set strategic benchmarks

Mission is a company destination, its role in the society, an ideal to which it strives for.

Company “X” has formulated its mission in the following way: “Our job is provision of general contractor services.  Our priorities are about decreasing investment risks for customers.  We achieve the best combination of quality terms and costs through professional project management and exceptional attention to customer needs.”

Vision is a future picture with the certain timing.  A company should fully identify position in the market, its internal processes an organizational structure, characterize key resources.  Company “X” strategic vision looks like this: “In 5 years the company will enter the top five group of leading construction companies in the region “Y” that are engaged in construction and reconstruction of the largest and most prestigious housing and industrial objects.  The bulk of portfolio would consist of projects priced $50-500 million.  Company success in the market is based on its reputation of the highly professional management capable of controlling risks for complex projects, avoid losses among investors.  The company possesses highly qualified personnel which values traditions of excellence and effective team work. Company “X” will become an active player in the local and national construction market. The company will direct investments in human resources, creative methods and technologies for effective work, establishment of long lasting relationships with customers and subcontractors.”

Identification of key success values sets goals and benchmarks for employees: continuous learning, commitment to excellence, leadership, innovation etc.

Formulate concept of conduct in the market

So, now we have strategic benchmarks.  It is imperative to understand how we will implement goals.  In the first place, one should ask a question: “What needs to be done in the market?” Most specialists suggest using methods and activities different from those used by competitors.

Strategic positioning

Strategic positioning

In our case this will look in the following way.

Market concept:

  • Distinctive feature of company service is professional risk management
  • Service cost is above average for the market
  • Company works only with target customers
  • Establishment of long lasting and mutually profitable relationships with customers is a key priority

Target customers

Target customers

Develop key organizational principles

Having clarified market policy, it is necessary to look inside the organization and think of the possible changes in the internal environment.  The following questions can help here:

  • What strategic business areas does the company cover?
  • What business units does the company consist of?
  • What is the synergy of different business units and business areas?
  • On what principles are relations between corporate center and business units based?
  • What are key management principles?

Here are key organizational principles for Company “X”:

  • Project director is the “process owner” of relationships with customers throughout the entire implementation of a project and even after it.
  • Marketing director is responsible for acquisition of new customers.  His goal is to make customers queue up at the company office door.
  • When potential customer is found responsibility is transferred to project director who makes a decision on possible cooperation.  In case of a positive decision sales project starts.
  • Project director manages sales process, personally holds all meetings with customers and makes key decisions.  Project director is aided by specialists from sales and marketing departments.
  • A after signing of the contract project director personally tracks construction process and informs customer on possible unforseen situations, manages customer expectations and demands.  It is very important to keep balance in relationships with a customer.  Project director should not be under customer’s thumb, but at the same time he should avoid conflicts and timely solve current and possible problems.  Project director should form customer’s correct attitude to what is going on at the construction site.  Often, conflicts are caused not by problems but lack of information and understanding between contractor and customer.
  • After completion of construction project director does not lose relationships with the customer, fighting for his loyalty and looking for new contracts.

Identifying directions for strategic changes

Company “X” has formulated directions of the development in such a way:

  • From attempts to be helpful for everybody to work with target customers
  • From construction management to risk management
  • From heroic fight against difficulties to unsurpassed skill

Summary

Having summarized the above said will have a presentation consisting of several slides which, however, will tell us much more about company strategy than endless theoretical works.

So, we have clarified our strategy.  Now it is clear what needs to be changed and what needs to be achieved.  It is possible to formalize strategy by creating Balanced Scorecard.  But let’s summarize key principles that lay down the foundation of strategy development process:

  • Teamwork should imply participation of both top management and front line managers who directly contacts customers.
  • Collective mind approach.  It is necessary to attract as many special ease in different areas as possible to work out a comprehensive and well balanced strategy.  Such approach is better than expensive market research.
  • Using employee creative potential.  Company management should encourage free exchange of ideas, initiatives and analyze any proposals offers from personnel.
  • Strategy development process should be well controlled, divided into stages, every participant should have certain tasks.  Creativity and discipline are two complementary elements of such work.
  • Focus on a common strategic vision.  The final document with the company strategy should not be the key goal.  Company management should focus on a common strategic vision and methods of its implementation through discussions, brainstorms, exchange of ideas and initiatives.  This is the key value of strategy development process.

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What companies need Balanced Scorecard and what mistakes are to be avoided

April 26th, 2010
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As Balanced Scorecard is gaining popularity, there appear increasingly more issues and questions related to use and maintenance of this popular business performance measurement tool.  These days, we can see more publications in mass media devoted to Balanced Scorecard, problems associated with this system, most common mistakes, stories of failures and success.

Balanced Scorecard is evolving together with the business environment.  More and more companies occupied in various business and non business spheres choose to use Balanced Scorecard which helps companies reach strategic goals and measure performance.  As said above, Balanced Scorecard is being used by various businesses in various parts of the world.

It needs saying that Balanced Scorecard is becoming increasingly popular in government and nonprofit organizations.  If large companies have one major goal of making more profits, increasing value of the company and competitive advantage in the market, nongovernment organizations have limited funds, and so they need to make sure that the money is spent wisely.

The company strategy should be formulated in financial terms/indicators.  Of course, most businesses have financial goals, and this is normal.  But if the company owners and management do not have strategic vision it will be very difficult to reach these goals even using Balanced Scorecard system.  Companies that view their mission as obtaining a certain position in the market or in the society can make a very effective use of Balanced Scorecard.

You may ask “Why are so many companies interested in Balanced Scorecard?” It seems like there is the dozen (or even more) other alternative business management systems.  As a rule owners and managers of top companies want to use Balanced Scorecard with just one question: “How can I optimize performance of my company to increase its value?” To answer this question, experience of top companies needs to be analyzed.  Such companies as UPS, Mobil, AT&T Canada showed great growth largely due to successful implementation of strategy based management. That’s why managers often view Balanced Scorecard as a tool that can improve performance of the company.  However, one should be careful when analyzing successful experience of different companies, since every company is individual, and thus requires different measures, approaches, response actions, and strategic goals.  Do not forget that this is somebody else’s experience.

It is also important to realize when the company needs implementation of Balanced Scorecard.  There are 4 major signs indicating that the company requires Balanced Scorecard.

  1. The company has both strategy and mission, but for some reason top management is not involved in strategic planning.  About 85% of managers spend less than an hour a week for strategic planning, or have a very vague idea of strategic management.
  2. Company’s personnel does not understand strategic goals of the company and thus fails to participate in implementation of these goals.  Balanced Scorecard, when implemented properly, serves as a great learning tool for employees.  It is very important that every employee understands his contribution to implementation of strategic goals.  It is imperative that everything employees do is aimed at reaching strategic goals.  Discrepancies between operational and strategic management may have negative consequences to the company performance.
  3. Use of Balanced Scorecard system is highly recommended for holding of companies with no common strategic goal.  If every company pursues own goals, or some companies may not even have any, overall performance of the holding may not be satisfactory.  BSC implementation solves the problem of communication between companies belonging to one holding through development of a comprehensive strategic management scheme.
  4. There is no operational control on implementation of strategic goals.  Strategic management is a continuous process which includes setting of the goals, implementation of the goals, control and response actions.  If a company is unable to control implementation of the set goals it would be fair to think that it will never reach them.
Major mistakes in implementation on BSC

Major mistakes in implementation on BSC

Of course, even the most successful companies faced problems when implementing Balanced Scorecard.  Moreover, these mistakes are typical and as a rule do not depend on the country of the company or the market it operates in.  They can be classified as follows:

  1. Balanced Scorecard is implemented in the company that has no clear and comprehensive strategy.  A company with no strategy will never be able to make an effective use of Balanced Scorecard.
  2. A company has a clear strategy but the Balanced Scorecard is implemented without clear budgeting, human resource management and compensation systems. About 60% of companies cannot combine Balanced Scorecard with budgeting systems.  If personnel is not properly motivated, for example with system of bonuses and rewards, Balanced Scorecard is unlikely to bring some positive results.
  3. It often happens that the company implements Balanced Scorecard, but its personnel is not ready or doesn’t want to use BSC in the everyday routine work.  If a management doesn’t need Balanced Scorecard there is no reason to implement it in the first place.  As a rule, if the company management is reluctant to use Balanced Scorecard, implementation of the system fails even before the initial stage.

Balanced Scorecard: future prospects

It seems like Balanced Scorecard is not going to have tough competition in the nearest future. These days, there are many strategic development tools. However, it is only BSC that can combine strategic vision with everyday routine work of the company (operational level).

Of course, the system will further develop and improv to effectively use such modules as investment planning, budgeting, human resource management etc.

Does your company need BSC?

Does your company need BSC?

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Strategics Goals and Strategy Map – Bonus to Balanced Scorecard Training

April 26th, 2010
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We have released a free bonus to our BSC Training. In “Strategics Goals and Strategy Map” you will learn:

  • What to do if strategic goals are not clearly defined;
  • How to find out what are strategic goals of your company, business unit or even within single projects;
  • How to analyze goals from the viewpoint of Balanced Scorecard 4 perspectives;

Get the free bonus right now:

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How to design Strategy Maps – the part of BSC training and coaching

April 17th, 2010
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eTraining: Strategy Map and Balanced Scorecard

eTraining: Strategy Map and Balanced Scorecard

In the second part of the training you will learn how to define your strategic goals and create strategy maps. The duration of the training part: 65 min. Coaching part includes 1 exercise.

In this part of the BSC training we will talk about your strategic goals and creation of the strategy maps. Actually, the purpose of Balanced Scorecard is to link your strategy to action and that is what we will explain in this part of the training:

  • Why businesses need strategy maps? We talk about strategy maps as a visualization tool.
  • What steps you need to do to go from the vision and mission statements to the strategy maps.

In the coaching part of the training we answer some questions about Strategy Maps:

  • Who should design strategy maps, who should be involved in the process of creation;
  • How often should the strategy map be reviewed;
  • Can we use just Balanced Scorecard or should we combine strategy maps and BSC;
  • What stages of strategy map design we need to pass to design great strategy map;

Play Example: summary about strategy maps.

In this part of the training we also discuss the algorithm for the design of strategy maps:

  • How to define strategic goals;
  • What time frame should we use;
  • How can we link strategy map to indicators;
  • How to automate the creation of strategy maps with software;
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5 most common myths about Balanced Scorecard System

April 13th, 2010
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Strategic planning is vital for any business.  Recent financial crisis has wiped out many companies from the world business map, while hundreds of businesses appeared to be unable to respond to challenges of economic meltdown.  Any company should have comprehensive goals and measures to reach them.  In this sense balanced scorecard system is one of the most popular but at the same time controversial business performance measurement tool created in 1993 and used all over the world ever since.  As any revolutionary invention in the field of business management and strategic planning balanced scorecard system has its supporters and those who doubt efficiency of this tool.  As a result, there appeared numerous myths and misconceptions about Balanced Scorecard System (BSC).

There are several reasons why managers have certain misconceptions about Balanced Scorecard System.  One of the reasons is an aggressive advertising campaign which sometimes presents Balanced Scorecard System as a treatment for all “illnesses” which boosts company performance and immediately increases revenue.  Lots of managers view balanced scorecard system as a robot that runs business.  Who doesn’t want to control company performance and reach strategic goals by monitoring several figures on the dashboard?

Sure, Balanced Scorecard System has received its portion of criticism, and no one claims this is a perfect solution of all business problems.  At the same time, balanced scorecard system proved to be quite effective if applied properly.

So what is the truth about Balanced Scorecard System?  As they say the truth is the golden mean – you don’t have to believe in the extreme criticism, but at the same time it is unwise to view balanced scorecard system as a magic tool.  Inefficient use of balanced scorecard system may cost companies big money.  That’s why it is imperative to dispel myths about this performance evaluation tool.

1. Balanced scorecard system helps create effective corporate strategy.

BSC works from the top

BSC works from the top

Well, Balanced Scorecard System is the tool which implements goals and links strategic and operational management based on key performance indicators and relations between them.  Balanced scorecard system is built from the top which means that strategic goals are formulated into individual elements that become goals of the linear management.  So, it is easy to guess that if wrong strategic goals are set this will result in mistakes in the work of individual employees and goals/key performance indicators of individual departments.  Eventually the strategy will remain just a theory, no matter what measures of personnel motivation were taken.  This is not something business owners would want to happen to their companies.  It is also important to keep goals realistic.  Imagine that you set a goal of wiping out all competitors in one year, while your current market share equals 2%.  Obviously all measures to reach such goals will fail and balanced scorecard system will turn out to be helpless. We need to take into account human factor.  Goals are formulated by people.  It seems like no software and no IT solution can change such course of things.

2. Balanced scorecard system is effective for all organization and needs no other additional tools of business management

This is the way many managers tend to think – balanced scorecard system is a major tool or a treatment for all “business illnesses” which needs very little time to turn a small company into an international corporation. NBA slogan “Where amazing happens” does not work here.  There is no magic in business.  If a company has a very complex structure in which there is no fruitful cooperation between departments and there is no strategic planning, Balanced Scorecard System will not be helpful and will remain just a pile of useless documents with figures and graphs.  Successful implementation of the Balanced Scorecard System does not force company management to give up traditional planning and budgeting methods, although they undergo certain changes.

One should be very careful when implementing Balanced Scorecard System in the developing markets. As known such market are volatile.  It would be quite problematic to introduce changes in BSC if market conditions drastically change every three months.  Stability is one of the preconditions for successful implementation of Balanced Scorecard System.

3. The more key performance indicators, the better.

Top managers do not need to control a large number of KPI

Top managers do not need to control a large number of KPI

This misconception is based on a manager’s desire to control operational part of business activity. Such managers mistakenly think that if they control more indicators, employees would work better.  However, the more does not always mean better.  It is very difficult to process such huge amount of information.  Moreover, there is no need to do that.  A top manager would lose much time if he attempts to control such KPI as expendables per employee, or daily reject item rate per employee.  Balanced scorecard system is a tool to reach STRATEGIC goals.

To the contrary, there is a misconception that the less KPIs are measured, the more effectively Balanced Scorecard System works.  A top manager is convinced that he needs one or two KPI that will make it possible to evaluate business performance and control its development.  Well, it is possible theoretically, but in such a case a top manager looks like a business owner who doesn’t take part in strategic planning and operations, pain he’s attention only to net revenue.  Under such circumstances neither Balanced Scorecard System nor other tools will help.

A manager’s dashboard should include only those KPIs which directly influence reaching strategic goals, not more not less.  As a rule a number of KPIs in the traditional set varies from 15 to 25.  Only in such a case Balanced Scorecard System can really work and live up to the expectations of business managers and owners.

4. It is impossible to use balanced scorecard system without ERP solutions.

Many top managers do not want to use complex Corporate Information Systems to work in combination with Balanced Scorecard System. “Well, my employees can make some mistakes, and as a result I will get the wrong data in the form of weird columns full of figures.  It is better to have a look and diagrams with comments and instructions,” many managers would say.

In fact Balanced Scorecard System automation is a must only often it has been successfully implemented and tested.  There is a big risk to distort information.  Employees may not feel confident in operating the program while the software itself is not easy to use.  As a result it produces pressure on management system.  Besides, in 40% of cases Balanced Scorecard System undergoes changes during the first half year of implementation, and changes in software solutions require additional investments.

There are some examples of companies that first used simple ways to implement Balanced Scorecard System.  For instance, MS Excel was first used to automate the process.  This program is known by most office employees, and only sometime later sophisticated automation tools are introduced.  As you can see the company management gives employees opportunity to test the system and see how it works (learn its mechanics) before using ERP systems.

5. It is easy to develop and implement Balanced Scorecard System without professional assistance.

Implementation of BSC System is not as easy as it may seem

Implementation of BSC System is not as easy as it may seem

This is the most common myth about Balanced Scorecard System.  Such statement is articulated by top managers who start developing the system.  They do not only lack experience in this field, but also have no idea about under water rocks and obstacles in the way of “manual” implementation of Balanced Scorecard System.  There are no qualified employees who are ready to take this serious job, no necessary tools for personnel, and what is more important there is no time to do the job.  As a result chances of successful implementation of Balanced Scorecard System equal to zero.

Norton and Kaplan (creators of BSC) often say that only 27% of top managers are satisfied with independently implemented Balanced Scorecard System, while this figure increases to 93% if Balanced Scorecard System is developed and implemented by qualified specialists. But as they say, a man is the king in his house. It is up to the top manager to make a final decision.

5 most common myths about BSC system

5 most common myths about BSC system

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Checklist on designing good strategy maps

March 16th, 2010
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Checklist on designing good strategy maps

Checklist on designing good strategy maps

This slide is for demonstration purposes only. Check the Business Strategy Map homepage for details and full version.

Checklist on designing good strategy maps

  • Strategy maps must depict critical information in simple manner
- Strategy maps must incorporate long term business plans pictorially for easy comprehension;
- Strategy maps must carefully depict a step by step approach for organizational excellence.
  • Strategy maps must cover useful information and facilitate putting together all the pieces for the big picture.
- Attractive presentation is essential to facilitate easy understanding and richness of material included, ensures simple adaptability and implementation;
- The four perspectives depicted in the map contain the vital inputs of the company’s growth strategy and must comprehensively cover the vital inputs.
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IT strategy map – enhance IT solution

March 16th, 2010
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This slide is for demonstration purposes only. Check the Business Strategy Map homepage for details and full version.

IT strategy map - enhance IT solution

IT strategy map - enhance IT solution

Critique: An IT strategy map gives a framework to achieve an IT objective. For example, let’s consider the objective is to enhance IT solution.

The Learning and Development Perspective aims at enhancing database, systems and networks, implementing proven information technology and get training on working of new software. Internal Perspective focus at developing processes for networking throughout the organization and with stakeholders as well, appointing technically skilled staff, and maintaining IT standards. The customer perspective focuses at providing the required quality and quantity of products as desired by customers. The Financial Perspective aims at improving cost structure, increasing asset utilization and formulating cost-benefit analysis of each new software or technology before implementing.

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Strategy maps success stories. Case III- Rotomac Shipping INC

March 16th, 2010
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This slide is for demonstration purposes only. Check the Business Strategy Map homepage for details and full version.

Strategy maps success stories. Case III- Rotomac Shipping INC

Rotomac Shipping Inc, a leading shipping corporation based out of Panama, had an enviable record as a efficient shipping corporation with a strong fiscal performance spanning across decades. However in recent years, increasing oil prices and tendency of suppliers to lay stress on unconventional shipping routes has started to take an effect on both its profitability and operation efficiency. The management of RSI led by Clark Smith, was striving to streamline the operations for the last 2 years and yet were not able to align their strategic goals with operational plans. Exasperated at the continuous failure to structure the working, the management finally decided to take help of Zelcosm Consulting, a core BPR firm specializing in the shipping industry.

In their very first meeting with Clark, executives from Zelcosm asked the management to devise a balance scorecard for the company and also design overall and functional strategy maps. After series of deliberations, a strategy paradigm was identified for RSI and series of strategy maps were devised to present it in a manner that different stakeholders can identify what was expected from them.

With the help of strategy maps and some guidance form industry consultants, RSI was able to streamline its operations and increase work efficiency by a substantial level within a year. The company incidentally saw a 23 percent increase in its net profits while total sales increase hovered around a meager 8 percent and this fact was a testament of the level of profitability that the company was able to derive out the usage of strategy maps.

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