Outcome Management, as defined and described elsewhere on this web site, is a principles-based, outcomes-focused discipline of achievement that solves the disconnect problem between STT and LTS.  It links and aligns individual effort with organizational goals and objectives, and it increases the probability that people and their organization will achieve what they set out to achieve.  In this way people and the organization both succeed.  They enjoy “Shared Success.”

Enterprise Outcome Management (EOM) is a system for deploying and managing the Outcome Management discipline on an enterprise-wide basis, with special emphasis on those key outcomes that drive and determine performance.

“Performance” refers to the aggregate of results achieved over time; in other words, to sustained achievement.  This includes the performance of the organization, its people and its partners.   In most organizations, these three domains of performance have different constituents, owners and focal points.  As a consequence, they are not aligned or integrated.  As a further consequence, none of the constituents are performing to their potential.  EOM aligns and integrates the three domains of performance.

EOM has three main components or sub-systems.

  • Discipline.  First, of course, is the achievement discipline: Outcome Management.  It lies at the heart of EOM.  Outcome Management is defined and described elsewhere on this site.  If you are familiar with OM you can probably envision how you or a manager might make use of it on your own.  But, if you think about it for a moment, you will quickly see that using OM on an enterprise-wide basis is a far more difficult undertaking.  One of the obvious requirements of EOM is to ensure that the OM discipline is spread throughout the organization.
  • Tools.  To use OM on an enterprise-wide basis is an undertaking that requires a sophisticated, scalable and adaptable software system to address the scope, scale and complexity of an enterprise-wide effort.  One such tool – and currently the only such tool – is SP ATTAIN, offered by Shared Performance.
  • Process.  In addition to the sophisticated tools needed to support OM on an enterprise-wide basis, there must also be a tried and proven process for deploying and employing it.  How do you put it in place?  How do you persuade people of its benefits and utility?  What are the actual steps involved in rolling it out, training people to use it, handling their questions, responding to help desk inquiries and so on?  At an enterprise level, putting EOM in place has much in common with other enterprise-wide applications such as Enterprise Resource Planning (ERP).  The challenges notwithstanding, EOM is doable and the payoffs are extraordinary.

Benefits of EOM

EOM makes it possible and practical to manage performance on an enterprise-wide basis.  EOM gives the management of an enterprise a never-before-possible degree of control over the three domains of performance.

Benefits at a glance

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  • Greater Transparency
  • Improves Insight
  • Capture Opportunities
  • Motivates Individuals
  • Simplifies Management

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There are eight guiding principles to Outcome Management.

  • Acknowledgement
  • Prioritization
  • Contribution
  • Agreement
  • Association
  • Motivation
  • Requirements
  • Knowledge

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