Total Performance Scorecard Overview
The results achieved with the implementation of traditional performance management, competence management and change management concepts too often appear to be of a cosmetic nature only, superficial and in some cases even resulting in the opposite result. This is caused by the absence of a number of essential elements in these implementations. The approach is fuzzy and the human element is simply forgotten most of the time. Furthermore there is in many cases no explicit connection with the organizational strategy and the balance between the personal ambition of individuals and the collective ambition of their organization is systematically neglected. This is, in general, the number one reason for the numerous failures in organization change programs, balanced scorecard projects and the implementation of competence management. As a result of this, many organizations are still faced with high mental absence rates, limited personnel motivation, low labor productivity, stress, burn-out, staff suffering from fear and anxiety, lack of self conscience, as well as insufficient understanding of the purpose of their activity and insufficient trust and confidence in the organization.
Real learning is not stimulated in this environment. As a consequence many opportunities to create and improve motivation, pleasure, passion, inner commitment and self steering within organizations are missed. I wrote the book Total Performance Scorecard (TPS) because on one hand I wanted to understand myself, and explain to others, why so many organizational change programs in so many organizations fail, and on the other hand because I want to pass on to managers some new management concepts, methods, and techniques that will lead towards sustainable organizational improvements and change. This is also the basis of my personal mission: "Sharing of knowledge is fun, especially when it means that I can contribute something to the lives of others".
Our aim is to create in a measurable and explicit way a culture of pleasure, passion, motivation, self consciousness, ethical behavior and real learning within organizations, to make it possible for these organizations to achieve a top performance in a concrete way. We consider it as our ethical duty to do something that is useful for the society of which we are a member. We do that by creating an attitude within organizations aimed at constant improvement and development of talents as well as individual and collective learning. We also want to lead the business world on the basis of TPS to find their morale again. TPS also offers the opportunity to reduce that huge gap that exists currently in the way that people treat their work colleagues or their friends and family members. Because this is also the solution for the problems of today and tomorrow.
Very often customers engage us to solve complex organizational issues, to banish fear within organizations improve the management of talents as well as make organizations more human and give them more warmth. For this purpose we have developed a well balanced team of professional and passionate personal coaches, trainers, consultants and facilitators. Our change managers are no "report writers" but real problem solvers who, together with you, generate creative ideas, help with a successful implementation and know how to create a broad basis, inner commitment and ownership within your organization
We are at your disposal to help you to be continuously successful. We can imagine that you have more questions or want supplementary information. Very often only one telephone call, fax or e-mail message suffices for a clear answer. An informative conversation with one of our advisors, trainers or coaches can always be arranged without committing yourself to anything. I wish you lots of joy with TPS.
Dr. Hubert Rampersad,
President and Chairman TPS International Inc.