Sometimes, when figuring out what’s working and what’s not, a visual way to see the results from a system’s point of view would be a big help.
The late Dr. Roger Chevalier created a worksheet for analyzing performance issues that does just that. He’s given us a blank worksheet and an example of one filled out so that we can see how to use it.
While the worksheet fits on only one page, it takes some expertise and a careful review of the current state of performance to fill it out. Let’s take a look.
At the top of the worksheet, you write the current and desired states in condensed descriptions and add a reasonable goal to aim toward. Note that the goal in the example is measurable.
Then you look at performance factors. Roger’s list of factors is similar to those included in other HPT system models. What he’s done here is to combine Kurt Lewin’s force field analysis with HPT performance factors (your favorite factors may vary).
One thing I especially like about the sample that Roger provided is that you can clearly show a range of driving and restraining forces for each factor. What’s working and not working usually varies across an organization.
We don’t have directions from Roger for using his worksheet, but you can easily find descriptions of and directions for doing force field analyses for creating change via a Google search.
- Note the forces supporting and working against the change.
- Rate the strength of the forces for the present situation. You’ll want to use actual data for this vs. intuition whenever possible.
- Consider how to reduce or remove the restraining forces (obstacles to change) and how to strengthen or improve the positive forces.
Once you’ve done your analysis, create a plan to reach the goal you specified earlier. Keep in mind that some performance factors are easier to influence than others. For example, adding information that people lack is almost always easier than training people to do something new.
Anyway, this approach is worth a try when analyzing a performance issue. Using a visual way to quantify the variables in performance factors for a given situation may be an excellent way to communicate to various stakeholders when sharing your findings, as well.