In Wayne Eckerson’s book, Performance Dashboards: Measuring, Monitoring, and Managing Your Business he describes 3 types of performance dashboards:
- operational dashboards that enable front-line workers and supervisors to track core operational processes
- tactical dashboards that help managers and analysts track and analyse departmental activities, processes and projects
- strategic dashboards that let executives and staff chart their progress toward achieving strategic objectives
Each type of dashboard offers three sets of related functionality – monitoring, analysis and management but in different degrees. For example operational dashboards focus more on monitoring, tactical dashboards help users analyse the root causes and strategic dashboards focus on achievement of overall management goals.
Instead of being focused on a traditional command and control management structure, the Success Tracking approach recognises staff to active participants in their own management. We want to see staff discover autonomy, mastery and purpose.
To enable, this a Success Tracking dashboard blends Eckerson’s three types of dashboards from the point of view of the user not the manager.
In success tracking we are now doing requiring all three performance dashboard types – monitoring ourselves, analysing our patterns of behaviour and managing our own progress journey.
This is different from the traditional approach where only an operational dashboard is given to staff. Each staff member is expected to monitor specific activities but is not being asked to take a wider view. Someone monitoring activity isn’t expected to ask “is what I’m doing as effective as I could be? Does it help me reach my overall goal?”
Real time isn’t that important
One side effect of this is that real time information, as is usually associated with monitoring use cases, can get in the way of analysis best practice. Instead freezing the data into periodic “releases” is more helpful. This means we can faithfully compare this week’s performance with last week’s for example.
Introspection and analysis requires time set aside to look at the data from a wider perspective. By notifying staff on a regular timetable – say the same time each week – you encourage the formation of analysis habits, setting aside time to consider progress.
The key though to understanding and planning your success tracking program is think of it from the “player point of view” – how does this help someone achieve their epic win? how does the dashboard show them how they are progressing on the journey? how does it allow them to self-optimise?