A key element of managing performance is to set challenging but achievable targets against meaningful performance indicators.

The achievement of these targets is a key element in an organisations duty to continually improve their services and to deliver their aims, objectives and priorities.

Target setting can come with its own problems, but listed below are 18 things to consider, which will help you avoid many of these.

Assurance is a vital aspect of governance within an NHS Organisation. Boards need to ensure that their organisations can deliver the financial sustainability and quality care that they declare within their annual governance statement.

It is well known that it is vital to have effective assurance systems in place to ensure that reality is not distorted from ward to board. However with increasing pressures on the NHS, regular and continued organisational change and the need for constant innovation what does an effective assurance system look like in 2018?

We've seen a great article from Bernard Marr and how google adopted the OKR (Objectives and Key Results) approach as a start up.

We love OKRs at InPhase which is why we've automated the whole OKR process to help you define, cascade and manage business plans, collaborative goals, projects, risks, and key results from the strategic to the transaction level, from the CEO to the individual member of staff.

See the Bernard Marr article below:

Austerity is an issue all the whole of the public sector are facing, and financial resources can be scarce for everyone. Organisations can utilise outcomes based budgeting (OBB) practices to better allocate and prioritise their resources. Here we will take you through what Outcome Based Budgeting is all about, it's advantages and how you can implement it.

Agile working involves responding in short time-frames to changes. Those changes may be fresh knowledge that comes from new data insights, or internal re-organisations, priority changes, unplanned resource availability changes, or a host of external factors.

There is a shift we have seen by our customers to integrating the Project Office reporting and information into the overall enterprise performance management of the organisation.

The Project Office is often the real driving force for change and improvement in any organisation. From complete transformation with mergers, restructures, divestments, to major asset change, to process changes, to specific operational projects.

After rolling out many systems and solution for many years, and watching many systems get implemented in my own business it can be an overwhelming process and a difficult one to get right first time.

For me and many other professionals in the field, the concept of meaningful implementation and engagement leading to sustainable improvement and measurable outcomes is second nature but too many it probably isn’t.

In most cases, the main reason it can take so long to resolve issues, is that organisations have reporting periods that can only serve up the problems long after they have happened, it can take ages to get a plan sorted and it takes even longer to find out if it actually worked!

The challenge that the NHS faces today is variously described as: too much demand, too many patients, not enough resources.

This blog examines these issues identified by the systems already in place in the NHS and suggests how we can act on the performance management and BI information as part of addressing this classic dilemma: demand is clearly greater than supply.

We all know how onerous it is to manage your FOIA (Freedom of information) correspondence backlog. This is one of the biggest challenges for our customers, and for the public sector in particular. There are several aspects to this which can present challenges:-

Recently several high profile companies have heavily sold the idea that a great looking, fast data visualisation the greatest business intelligence.

It is certainly great to have beautiful visualisations of data, but that is less than half the picture if you need to manage the business better.

I was scanning through LinkedIn earlier when up popped an update with a great picture of 3 massive interactive screens showing a bunch of interactive charts, graphs & wizzy visualisations. It was posted by someone from SAP proclaiming this is what the future boardroom will look like.