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Monitoring for Achievement

Every sensible business owner or institutional leader wants his/ her organization to generate the most possible value to all stakeholders involved. After all, that is the core reason for any enterprise to exist: meet needs or fulfill desires of whom relies on it as provider, and reward who invest and work on it. Looking from a simple business perspective, the organization should be effective in satisfying its customers and efficient to operate in a sustainable way. Resources and activities are placed to produce expected results, to balance this dynamic equation is the basic challenge of management, which to be performed requires monitoring.

Monitoring presupposes key indicators, that set expected outcomes as concrete benefits, and metrics to follow up on what contributes to make them possible. The correlation between these two perspectives and its understanding by those involved is key to ensure focus and performance in the organization. Usually the tendency is to pay more attention to means than to ends, like measuring quantities and registering activities, rather than taking the expected results as guide. However, until it becomes clear what are the ultimate goals of our investment and work, we may get confused and face lack of accountability that will hinder the organization from attaining success. By the way, considering the definition of success from the dictionary leads to this very conclusion: “favorable or desired outcome; the accomplishment of an aim or purpose”. Linking metrics, that are meaningful and actionable, is fundamental!

One cannot lead or manage without setting goals and monitoring progress, since both implies learning. Resistance to monitoring is just natural to human nature, so be intentional about it if you really want to succeed, in all aspects.

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Neuromanagement

There has been great evolution in the knowledge of brain functioning in the last two decades, facilitating access to information and technologies related to Neuroscience. With this, it has proliferated professional areas and technical approaches with the associated neuro term, such as neuromarketing, neuroeducation, neurosales, etc. Not surprisingly, there is a natural fascination in the discovery of this organ that practically controls every experience of the human being.

In the field of Management, with subjects such as communication, resource mobilization, planning, decision making and problem solving, the activities involve people. And studies now prove that people perform better in connected, collaborative environments where trust prevails. Learning and behavioral change, which are fundamental practices for management, have also gained new insights to avoid pitfalls and to maximize positive results.

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In short, the modern manager should know Neuroscience in some way, to select and work productively with people, in a social and business context with changes accelerated by technology. New challenge in an already complex environment, but it brings a great opportunity to develop high performing intelligent companies.

Do you have a Management Model?

A brilliant business idea, implemented with a great combination of resources and organization, should deliver good results. However, results tend to worsen, or may even become unfeasible as time passes by. Inevitable changes on external context and on internal conditions bring misalignment among market, strategy, and operation, as well as resources and activities need coordination to respond effectively to clients and business requirements. This dynamic to stay focused and improve continuously the company’s ability to generate more value, based on principles and purpose established, configures its Management Model. When the Management Model is not defined or appropriate, a culture of performance does not grow in the company, investments are not properly prioritized, stakeholders do not learn how to maximize results, and leaders do not develop.

#enterprisemodeling