Concept of Balanced Scorecard is simple. Correct determination of a small quantity of meaningful leading and lagging indicators is where the challenge is. We work with senior executives to determine meaning leading and lagging indicators for senior executives.

Changing Compensation to Support Balanced Scorecard

As long as compensation stays the same, executives and managers will act in order to maximize their compensation. Therefore, compensation must be changed to support Balanced Scorecard indicators. Simply telling your executives and managers about the new indicators will result in failure. If compensation is not flexible enough, unanticipated events will make new compensation program a disaster. Everyone must understand how they can influence Balance Scorecard indicators and thus their compensation.

Improving Balance Scorecard Indicators

Some consultants feel that the only thing you need to do is define Balanced Scorecard indicators and change compensation. This should be rather minor portion of consulting engagement. What organizations executives and managers need to know is how to improve their Balance Scorecard indicators. We provide tools and training for improving your Balance Scorecard indicators.

Balance Scorecard Consulting/Coaching

• integrate Scorecard with your strategy
• review goals you expect to achieve with Scorecard
• develop implementation plan
• identify corporation or divisions to implement
• help determine targets to lowest level in organization
• change compensation plans
• monitor initial results
• perform periodic check ups of your progress

Call John Antos or Steve Peacock at 972-980-7407 to find out how we can help you reach your goals and give you peace of mind