for developing action steps presents the most efficient means of addressing the performance challenge. Then and only then will employees be transformed into the organization's greatest asset.
Action steps can include: implementing the performance alignment process (Chapters 2-8), enhancing leadership effectiveness (Chapter 9), and creating virtual teams (Chapter 10). Each of these helps the organization improve its performance capacity and achieve desired business results. Regardless of the intervention selected, it must help stakeholders meet their needs and satisfy their expectations.
The first step in applying the performance alignment model is to conduct stakeholder valuation. By doing so, organizations identify the needs, expectations, and organizational realities of each stakeholder. This information will help improve employee quality and performance, expand market share, and achieve the strategic business goals and objectives of the organization. In addition, organizations will be able to avoid equilibrium, hemorrhaging, centeredness, and expansion practices that prevent them from growing or expanding their business in a positive, effective manner.
By understanding organizational stakeholder needs, expectations, and realities, organizations will be ready to link initiatives with their strategic business goals and objectives. Once this linkage has occurred, enlightened organizations develop job designs that enable employees to perform at the highest possible level--often meeting or exceeding performance standards (see Chapter 3). In this way, organizations link their stakeholders with the performance alignment process.