Commercial and Business Insight

OKR and BSC are popular frameworks in strategic management. Many organizations have adopted the frameworks and gain benefit from the implementation. Then which one is better? Should we choose only one of it? Which one is most appropriate to our business? These question has arisen many times by business strategist when they're comparing OKR and BSC. Both frameworks have their own advantages. Therefore instead of endlessly comparing one to each other, in this article, I give my perspective on aligning OKR into BSC to create much more powerful Strategic Management Framework. The History Balanced Score Card or BSC is a framework for strategic management that has been adopted almost 30 years by thousands of organizations in many countries. The framework was first introduced by Robert Kaplan and David Norton was taken from their article in Harvard in February 1992. In 1996 Kaplan and Norton published a book with a title The Balanced Scorecard: Translating Strategy Into Action to be used...

Strategi itu adalah suatu hal yang sangat penting bagi sebuah perusahaan baik besar ataupun kecil. Karena strategi akan menentukan arah organisasi dan bagaimana mereka merespon terhadap adanya suatu perubahan (teknologi, market behavior, competition,dll). Lalu sebenarnya apa definisi strategi itu? ​ Salah satu Strategist (Ahli strategi) paling populer di dunia yaitu Michael Porter : Strategi adalah suatu framework yang memberikan guidance/panduan bagi suatu organisasi untuk menentukan arah organisasinya. So why it's important? Masih ingat dengan beberapa perusahaan di bawah ini? Apakah yang membuat mereka gagal? Padahal mereka adalah perusahaan ternama di masanya ​ Ada suatu penelitian yg menarik dari Booz & Allen (Salah satu strategy consulting firm ternama, selevel dengan BCG, Bain, And McKinsey) bahwa turunnya nilai saham suatu perusahaan MOSTLY dikarenakan POOR STRATEGY dan LACK EXECUTION. Itulah kenapa kita perlu bisa memanage s...

In the latest article I’ve figure out the first 2 step of mindset change using inside-out model that are : 1. Conduct situational assessment 2. Design Intervention considering 4 Level Influence Model Just to remind all of you, below is the illustration of 4 sequential step mindset change using inside-out model Step by Step of Mindset Change using Inside-Out Model  In this article, I’ll provide the next 2 step of mindset change that are : Implement the change and provide transformational coaching 1. Implement The Change First stage in the implementation plans is to define scope, objectives, and resources for each intervention we have designed. Then we need to define detailed implementation timeline for each intervention to have specific assignment, responsibility and accountability of each intervention. This is also used for excellence execution. Once the timeline is clearly defined, the big things is yet to come that is EXECUTION. Implementation of the cha...

In my previous post, I’ve share common technique to shifting people mindset and behavior. That are Outside-In and Inside-out. I’ve write about advantage of each technique and how they applied in business. Now I’ll focus on step by step to implement Inside out model as part of Change Management in the organization. Inside out model consist of 4 sequential step, as illustrated below Step by Step of Mindset Change using Inside-Out Model  1. Conduct Situational Assessment The objective of conducting situational assessment is to have critical mindset issue within organization. But before conducting situational assessment, we’ve to define what is the specific mindset we want to develop within organization to improve organization performance. Collaboration with senior management team is very critical step. Some times arrange mini workshop that attended by senior management team to define specific mindset need to be developed is very effective rather than 1-1 discussion. On...

Recently, as the impact of unpredictable world economic situation a lot of organization perform Change initiatives to make their organization to be more adaptive with the challenge. Some of the change initiatives are performed in small scale while some other are performed in bigger scale and sometimes the change initiatives involving entire element of organization. In 2011, McKinsey Global Institute have conducted research for this topic and they found that 3 out of 10 change initiatives was failed to be implemented in the organization. This fact indicate that to make change is a big challenge and require great effort to make it happen. But there is even a bigger challenge when the organization try to make their change stick for few times ahead. What makes change to stick is a big challenge? To make the change sustainable mostly influenced by people mindset and behavior. Technical improvement could make dramatic performance improvement, but behavioural effect will make it sustain...