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Delta P4 Development Model
Developing a change in performance often involves investing in a balanced approach.
Plan
Before an organization can evolve it must understand what it wants to be in the future.
Processes
BizXcel works with companies to develop processes that support their objectives and goals.
People
It takes people who are fully prepared to be both responsive and responsible to create change.
Seeking ways to improve.
When we speak of improving performance we are, more times than not, addressing organizational development. When it comes to developing a change in performance within an organization, it is important to invest in a balanced approach.
Our Delta P4 Development Model is a comprehensive methodology for improving performance by balancing Planning, People and Processes. Visually, it consists of four triangles. The central triangle represents Performance in an organization. Surrounding this are three additional triangles, one for each side of the Performance triangle. These three elements are: Planning, Processes and People. Each one of these three factors contributes to the changes in an organization's performance. The very symbol of the triangle that this approach uses is the Greek sign, delta. The mathematical use of this symbol represents the change in a variable. Through the inclusion of planning, processes and people, there is a change in performance of a company.
First, it is important to have a clear plan that sets the direction for the organization. This plan is achieved through vision, strategy and actions. Only when a map of our future has been created can we develop processes to drive us to our new performance destinations. Only with clear objectives for the future direction can people be committed to working towards these objectives. Therefore, the plan is vital and our starting stage.
Second, the processes must be in place to help the people in the organization deliver on this plan. In order to do this, the processes must be usable, efficient and aligned. We can develop many processes, but if they are not easily understood and repeatable by the people charged with carrying them out, they will be ineffective. They must be efficient but most importantly they must be the right processes.
Finally, the people in the organization must have the skills and abilities to ascertain that customers are satisfied with the end results of these processes. Therefore, people need to be competent, committed and confident enough to develop and implement the necessary goals.
When these four triangles are combined, a fifth triangle emerges, embracing all of them. This triangle embodies the organization. Traditionally, the organizational triangle placed senior management on top making the decisions that filter through a company, forming the product/service the customer receives at the base of the triangle. However, through the Delta P4 Development Model of integrating the four triangles, our organizational triangle becomes inverted, placing the customer on top. Hence, it is the customer who communicates their needs to the frontline staff.
Now senior management must create a plan to meet these needs, ensure the processes are in place to fulfill the plan and that their people have the skills to be responsive to the customer.
Therefore, the Delta P4 comes full circle. By setting forth to change performance, an organization focuses on improving the three core areas of their company. By doing this, they change the very set-up of the organization - listening and communicating to the customer more and therefore discovering what they must accomplish in order to meet the customer's needs. By knowing these needs they can more efficiently and effectively meet them and, therefore, improve performance.