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CPM Consulting

An agile culture demands an Integrated Management Model, in which the strategy must talk to the performance management process, the leadership model, and even with compensation and meritocracy.

CPM, or Continuous Performance Management, is a modern management model centered on people, to develop, evaluate and recognize employees, promoting the engagement and empowerment of teams and an environment of transparency, communication and alignment.

KNOW THE PILLARS OF THE CONTINUOUS PERFORMANCE PROCESS:

Transparent Vision

A transparent view of the company's strategy promotes greater alignment.

Clear Purpose

The purpose behind the strategy is easily shared with all contributors.

Shared Purpose

The objectives present in the OKRs expose the needs for interdependence between the areas.

Continuos process

The ongoing process of managing OKRs strengthens communication between teams.

Agile Leadership

Monitoring the leader along with his team generates an environment of continuous development and strengthens the agile leadership model.

Feedforward

Autoconhecimento, foco em atitudes futuras e na solução de problemas, promovem o desenvolvimento contínuo e aumentam o engajamento.

CPM® MATRIX

Based on our experience as executives in the area of ​​people management and strategy, in addition to our experience as specialists in OKR consulting, we have developed a methodology that guarantees an integrated view of all processes centered on people and that respects the needs of each client and the its organizational culture.

The CPM® Matrix takes into account 6 major people management processes, which are part of an Agile Culture and which are positively impacted by the implementation of OKR.

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Competency Model

Connection with strategy and management model. Process and definition of evaluation criteria.

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Leadership Model

Agile Leadership, its role and skills. Methodology and techniques focused on continuous team management such as 1:1, feedback and feedforward. Methodology for team management.

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People Management & Committees

Governance, formation of committees and analysis criteria. Process design and its connection with OKR outputs.

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Goals Assessment

Connection with OKRs. Evaluation and governance criteria such as frequency, format, target audience, impact, communication.

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Meritocracy and Recognition

Recognition criteria, financial and non-financial model, process design, criteria and format of the recognition program.

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Bonus Program

Formats, criteria and connections to goals.

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KNOW THE OBJECTIVES OF EACH STAGE OF THE CPM CONSULTANCY

To design any process from scratch or strengthen what already exists, we need to consider organizational values ​​and the history of what has already been accomplished. We need to listen and work directly with the main stakeholders to design a solution that meets the company's needs and is connected to the Organizational Culture.

The CPM® Matrix uses a Design Thinking and co-creation approach in 6 steps:

  • - Knowledge transfer
    - Expansion of the number of people involved
    - Connection with Continuous Performance Management
    - Consolidation of Management Culture with OKR

  • • We present the review proposal based on the data collected during the discovery phase;

    • We defined the pilot group and the points to be observed and validated.

  • • We implemented the pilot;

    • We continually analyze critical success points;

    • We revised the model with eventual adjustments.

  • • We validated the new piloted model with the main stakeholders;

    • We designed the implementation roadmap for the other teams.

  • • We train key people;

    • We provide guidance for communicating the implementation plan.

  • • We refine based on deployment;

    • We accompany with Mentorship;

    • We make the final adjustments.

WHAT IS THE RESULT FOR YOUR COMPANY?

The company does not need to adopt all Continuous Performance Management practices at once, but it can already generate big impacts with small changes.

Strengthening the agile culture

The design of an ideal format for the context of each company

A solution based on people's real needs

Knowledge acquisition and team empowerment

IF WE IMPLEMENT OKR, SHOULD WE IMMEDIATELY REVIEW ALL OTHER PEOPLE CENTERED PROCESSES?

It depends on when your company decides to implement OKR. For example, if the performance management process doesn't exist yet, why not think systemically?

I ALWAYS HEAR THAT WE SHOULD NOT CONNECT OKR WITH BONUS. WHAT TO DO?

Contact us for more information.

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