Applying the Baldrige Criteria for Performance

Excellence to Talent Management

January 21, 2009

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In a webcast poll conducted by the Human Capital Institute, two thirds of respondents said their company’s strategic plan is either in the early stages of deployment, or if it is deployed, that deployment varies among stakeholder groups. A performance system that drives the entire organization to results works on the boardroom level and can be adopted by each individual business unit.

Why are there gaps in deployment among stakeholder groups? When writing SMART goals, beginning each goal with specific action verbs such as these will probably get results: increase, decrease, redesign, eliminate, deliver, implement. In contrast, goals that are less likely to achieve desired results may be written with vague verbs such as: explore, consider, determine, investigate, research, study, analyze, review, examine, discuss.

A described and observable outcome spells success. To ensure goals are specific, Denise Haynes, from Quiet Excellence, advised that goals spell out the desired outcome, including if the outcome is a realistic target, a stretch target, or a moving target. The measure of success must be undeniable and observable.

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