Why the 95:5 is wrong…

Why the 95:5 is wrong… or at least annoyingly over-simplified and misleading. (Ooh, contentious!) I was engaged in a conversation with a colleague earlier this week which resulted in a discussion on the merits or otherwise of the much-quoted “95:5” concept. That is, that 95% of performance is supposedly caused by the system, and 5%…

Why I dislike benchmarking

One of the many facets of my Useful Productive Employee function is being the benchmarking contact for the organisation. This means picking up emails from our fellow organisations all around the country, and diverting them to the relevant expert in-house so that far-flung experts can tell each other about developments in the field. The requests…