Lecture-based training, newsletters, and all employee meetings can only take you so far. Over time, these practices can actually have a negative effect on system performance. Compensation that directs performance improvement savings more towards one group than others also provides an anti-incentive for lasting, positive change. Systems change does not have to be complicated , require a college education to understand, or a major in math to use. By making basic changes in the systems that you use to develop leaders, satisfy customers, measure performance, or increase revenue, you can realize significant increases in personal, team, and organizational performance.
Systems are sometimes difficult to see and understand .
Our brains are conditioned to follow certain patterns as we do our jobs and live our lives. As we become pressed for time, we rely on these patterns to help us get everything done that we need to do each day. Rarely are these patterns, or systems, as effective as they could be, but they seem to get the job done. Besides, we don't have time to analyze and improve them. High performing organizations have learned how to create simple systems that deliver great results .