We’ve used the “Four Box” change model as a means of helping senior managers assess their readiness to adopt performance management approaches such as the Balanced Scorecard. It provides a way to engage with senior teams and to have practical discussions about their role in successful implementation and in recognising some of the implications of adopting a Balanced Scorecard approach. It can be used to raise awareness and to prevent potential implementation problems.
The Readiness Assessment model (in the full article) only covers the first three components (Pressure, Vision, Capacity) because “Actionable First Steps” can then become the elements of your implementation plan. You will also need to build in recognition and reinforcement, to ensure the Balanced Scorecard is used effectively and drives the right behaviour.
As with many change initiatives, implementing a Balanced Scorecard is not “technically” difficult, particularly if you have user-friendly software tools to support it. The challenges are almost always “cultural” and it’s not necessarily “resistance” to change. Often, the issues will be due to lack of executive ownership, poor understanding of BS principles and inadequate skills (at all levels). No surprises there then!
Download the full article “Are you ready for a Balanced Scorecard?“