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Balanced Scorecards explanation, examples, aims, implementation and teaching aid diagram for the concept.

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acronyms and abbreviations for

balanced scorecard
learning and fun

aesop's fables

answers to puzzles for team

building and quizzes kaplan and norton's organizational
belbin team roles and personality performance management tool
types theory

the 'big five' personality factors In the beginning was darkness. We went to work, did our job (well or
model (aka 'ocean') otherwise) and went home - day in and day out. We did not have to
bloom's taxonomy of learning worry about targets, annual assessments, metric-driven incentives,
domains etc. Aahh… life was simple back then.
brainstorming - advanced Then there came light. Bosses everywhere cast envious eyes towards
'kaleidoscope' method for our transatlantic cousins whose ambition was to increase production
creativity and deep team-building and efficiency year-by-year. Like eager younger siblings we trailed
career change planner tool and
behind them on the (sometimes) thorny path to enlightenment.
Early Metric-Driven Incentives - MDIs - were (generally) focused on
clips for teaching and training the financial aspects of an organization by either claiming to increase
profit margins or reduce costs. They were not always successful, for
david grove's clean language instance driving down costs could sometimes be at the expense of
methodology quality, staff (lost expertise) or even losing some of your customer
diagrams and other free tools base.
emotional intelligence (EQ) Two eminent doctors (Robert S Kaplan and David P Norton) evolved
their Balanced Scorecard system from early MDIs and jointly produced
experiential learning - and guide their (apparently) ground-breaking book in 1996. Many other 'gurus'
to facilitating experiential activities
have jumped on the Balanced Scorecard wagon and produced a
'fantasticat' concept - for teaching plethora of books all purporting to be the ‘Definitive' book on Balanced
and motivating young people Scorecards. shows over 4,000 books listed under
Balanced Scorecards, so take your pick - and your chances!
the four temperaments (four

funny free posters

games, tricks, puzzles and warm

balanced scorecard - definition
ups for groups
What exactly is a Balanced Scorecard? A definition often quoted is: 'A
games and exercises for team strategic planning and management system used to align business
activities to the vision statement of an organization'. More cynically,
more games and exercises for and in some cases realistically, a Balanced Scorecard attempts to
team building translate the sometimes vague, pious hopes of a company's
vision/mission statement into the practicalities of managing the
group selection recruitment
business better at every level.

hans eysenck's personality types A Balanced Scorecard approach is to take a holistic view of an
theory organization and co-ordinate MDIs so that efficiencies are experienced
by all departments and in a joined-up fashion.
hrd performance evaluation[6/04/2009 1:07:53 PM]

Balanced Scorecards explanation, examples, aims, implementation and teaching aid diagram for the concept.

To embark on the Balanced Scorecard path an organization first must

interviews know (and understand) the following:
interviews - group selection
method The company's mission statement
interview presentations - how to The company's strategic plan/vision
prepare and deliver
job interviews - tips, techniques,
questions, answers The financial status of the organization
johari window model and free How the organization is currently structured and operating
The level of expertise of their employees
jung's psychological types
Customer satisfaction level
keirsey's personality types theory
(temperament sorter model) The following table indicates what areas may be looked at for
improvement (the areas are not exhaustive and are often company-
kirkpatrick's learning evaluation

leadership tips

love and spirituality at work

balanced scorecard - factors examples
mcclelland's achievement-
motivation theory
Department Areas
management and business quiz -
50 test questions for fun (mostly)
Finance Return On Investment
motivational posters Cash Flow
Return on Capital Employed
william moulton marston's DISC
personality theory (Inscape,
Financial Results (Quarterly/Yearly)
Thomas Int., etc)
Internal Business Number of activities per function
myers briggs personality theory Processes Duplicate activities across functions
and mbti types indicator Process alignment (is the right process
personality theories, models and in the right department?)
types Process bottlenecks
Process automation
pest market analysis - free
template Learning & Growth Is there the correct level of expertise
posters - free, funny, for the job?
motivational, inspirational Employee turnover
Job satisfaction
presentations at job interviews Training/Learning opportunities
puzzles and games for team
building and warm-ups Customer Delivery performance to customer
Quality performance for customer
puzzles answers Customer satisfaction rate
puzzles and conundrums -
Customer percentage of market
complex Customer retention rate

quizballs - free questions and

answers for quizzes

recruitment process and principles Once an organization has analysed the specific and quantifiable results
- attracting high quality staff of the above, they should be ready to utilise the Balanced Scorecard
approach to improve the areas where they are deficient.
role playing and role play games
process and tips The metrics set up also must be SMART (commonly, Specific,[6/04/2009 1:07:53 PM]

Balanced Scorecards explanation, examples, aims, implementation and teaching aid diagram for the concept.

Measurable, Achievable, Realistic and Timely) - you cannot improve on

sales activator® sales training
and development games system what you can't measure! Metrics must also be aligned with the
company's strategic plan.
self-employment planner template
- finding what you can succeed at A Balanced Scorecard approach generally has four perspectives:
self-help and self-esteem 1. Financial
stress and stress management 2. Internal business processes
3. Learning & Growth (human focus, or learning and development)
swot analysis - free template and 4. Customer
Each of the four perspectives is inter-dependent - improvement in just
team building games and activities
- free ideas, exercises one area is not necessarily a recipe for success in the other areas.

video clips for teaching and


workshops - format and how to


Browse full businessballs index for

more concepts, ideas and

balance scorecard implementation

Implementing the Balanced Scorecard system company-wide should
be the key to the successful realisation of the strategic plan/vision.
A Balanced Scorecard should result in:

Improved processes
Motivated/educated employees
Enhanced information systems[6/04/2009 1:07:53 PM]

Balanced Scorecards explanation, examples, aims, implementation and teaching aid diagram for the concept.

Monitored progress
Greater customer satisfaction
Increased financial usage

There are many software packages on the market that claim to

support the usage of Balanced Scorecard system.
For any software to work effectively it should be:

Compliant with your current technology platform

Always accessible to everyone - everywhere
Easy to understand/update/communicate

It is of no use to anyone if only the top management keep the

objectives in their drawers/cupboards and guard them like the Holy
Feedback is essential and should be ongoing and contributed to by
everyone within the organization.
And it should be borne in mind that Balanced Scorecards do not
necessarily enable better decision-making!
Here's a helpful webpage for further in-depth information on Balanced

See the other free resources on this website for ethical personal and
organizational development, for example:
Quality Management
Adair's Action Centred Leadership model
McGregor's X-Y Theory
Adams' Equity Theory
McLelland's Motivational Theory
Maslow's Hierarchy of Needs
Personality Models and Types
NLP (Neuro-Linguistic Programming)
Transactional Analysis
Howard Gardner's Multiple Intelligences theory
Kolb's Learning Styles
Kirkpatrick's Learning Evaluation Model
Bloom's Taxonomy of Learning Domains (Educational Objectives)
360 degree appraisals tips
Employment termination, dismissal, redundancy, letters templates and
style[6/04/2009 1:07:53 PM]

Balanced Scorecards explanation, examples, aims, implementation and teaching aid diagram for the concept.

Exit interviews, questions examples, tips

Grievance procedures letters samples for employees
Group selection recruitment method
Induction training checklist, template and tips
Job interviews - tips, techniques, questions, answers
Job descriptions, writing templates and examples
Performance appraisals - process and appraisals form template
Team briefing process
Training evaluation processes
Training and developing people - how to

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© Sandra McCarthy and Alan Chapman 2008.[6/04/2009 1:07:53 PM]