How to achieve Breakthrough Performance?
Focus No. 1 – Selected Talents
I assist your Selected Talents (from different departments and holding different job positions) to achieve their INDIVIDUAL Measurable Breakthrough Performance Outcomes by equipping them with 8 Highly Focused Capabilities and providing them 12 Key Talent Upskilling Tools. For details, review – My Key Talent Upskilling Interventions
Focus No. 2 – Key Functions and Project Teams
I assist your Key Functions & Project Teams to achieve Measurable Breakthrough Performance Outcomes.
Focus No. 3 – Priority Areas for 2020
I assist your Organisation to achieve Measurable Breakthrough Performance Outcomes in PRE-DETERMINED PRIORITY AREAS for 2020.
Focus No. 4 – System Formulation and Enhancement
I assist your Organisation to DESIGN, DEVELOP, CUSTOMISE and IMPLEMENT Key Systems & Tools to sustain Breakthrough Performance
Click to view My Performance Management System
Focus No. 5 – Corporate Learning Centre
I assist your Organisation to FACILITATE Breakthrough Performance in Focus No. 1, Focus No.2, Focus No.3 and Focus No.4 by adopting a Powerful HUMAN CAPITAL DEVELOPMENT STRATEGY, that is – ” Corporate Learning Centre Establishment and Enhancement”
Focus No. 6 – Corporate Focus Crystallisation & Formulation
I assist your Organisation to drive Long-term Sustainable Breakthrough Performance by adopting an Integrated 3-Module Approach to Crystallise and Formulate your Corporate Vision, Mission and Philosophy (Culture, Shared Values and Core Values)
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WHAT is BREAKTHROUGH PERFORMANCE ?
Breakthrough Performance refers to Highly Significant Performance that is achieved through Focused, Concentrated, Consistent and Synergistic Efforts.
This suggests that Breakthrough Performance is about going Beyond the Standard, Normal or Usual Performance level. It is really about ensuring that the Desired Outcomes are More Outstanding and Obviously More Superior than Past Achievements.
The Actual Amount of Significant Improvement is referred to as MEASURABLE BREAKTHROUGH PERFORMANCE OUTCOMES. Click to view MY VIDEO on – “What is Breakthrough Performance”
Key ILLUSTRATIONS of
Measurable Breakthrough Performance Outcomes
To be very specific, Breakthrough Performance must be MEASURABLE and the amount of Significant Improvements (over a specific period of time) must be QUANTIFIABLE (for example, in statistical units, in percentage or related Breakthrough Perf. Measurement Indicators)
Some Key Illustrations of Measurable Breakthrough Perf. Outcomes are listed below-
| Potential Breakthrough Performance Concerns in 2020 |
Key Measurable Breakthrough Performance Outcomes in 2020 |
| REVENUE VALUE |
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SALES |
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| CUSTOMER ACQUISITION |
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SERVICE SERVICE RESPONSIVENESS SERVICE |
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| PROJECT MANAGEMENT |
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| COST MANAGEMENT and COST REDUCTION |
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| TALENT RETENTION and DEVELOPMENT |
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What OPERATING MODEL
do I use to assist your Organisation
to achieve Breakthrough Performance ?
ANSWER – The FrankieKnowledge KEY TALENT UPSKILLING MODEL. This Model is a COMPASS for Breakthrough Performance.
HOW The FrankieKnowledge Model
can directly assist your Organisation
to achieve Breakthrough Performance ?
Achieving Focus No.1
The Model offers a PRACTICAL approach to equip your Selected Talents with 8 Highly Focused Capabilities required to Consistently Achieve and Eventually Exceed their Current and Future Work Goals/Performance Standards. In short, drive BREAKTHROUGH PERFORMANCE.
In the context of this Model, the word, – “Capabilities” refers to –
1| equipping the talent with “Key Abilities and Skills” [immediate application] and increasing
2| the talent’s “Capacity and Potential” for further enhancement [near future application]
The 8 Highly Focused Capabilities required to be a Key Talent are, – 1| Identification, 2| Acquisition, 3| Application, 4| Collaboration, 5| Development, 6| Innovation, 7| Preservation and 8| Measurement
The consistent application and internalisation of these 8 Highly Focused Capabilities will progressively transform the Selected Talents to be More Self-driven, Pro-active, Collaborative and Innovative to achieve Breakthrough Performance
Achieving Focus No. 2
In addition to the 8 Highly Focused Capabilities described above, The Model provides a Series of Structured STEPS and Operating RULES to assist your Key Functions and Project Teams to systematically manage the Critical Knowledge that is needed to achieve Measurable Breakthrough Performance Outcomes
Achieving Focus No. 3
The approach described above that is used to achieve Focus No.2 is also employed to achieve Focus No.3 and that is, – “To achieve Measurable Breakthrough Performance Outcomes in Pre-determined TOP PRIORITY AREAS for 2020”
Achieving Focus No. 4
In addition to the above, the Model provides a COMPREHENSIVE FRAMEWORK to act as a platform to formulate and enhance – 1| Your Organisation’s Performance Management System, 2| Key Talent Upskilling Tools and 3| related Systems and Tools
Achieving Focus No. 5
The Model also provides the “X-FACTOR” or STRATEGIC INPUT to Power My Highly Unique FrankieKnowledge CORPORATE LEARNING CENTRE FRAMEWORK consisting of 6 Highly Unique Solutions
Achieving Focus No. 6
Finally, the Model acts as the Compass to guide Your Organisation to MAP OUT your Corporate STRATEGIC DIRECTION (Vision, Mission and Philosophy) to drive long term Sustainable Breakthrough Performance
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What are the 2 Categories of CRITICAL KNOWLEDGE
that can directly assist your Organisation
to achieve Breakthrough Performance ?
| Knowledge = Know What + Know How (Skills) |
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To begin with, the word – “Knowledge” refers to OPERATING KNOWLEDGE or BUSINESS KNOWLEDGE and NOT GENERAL KNOWLEDGE
Therefore, I am referring to Knowledge that is Critical or Important to – 1| Get things done and 2| Deliver the Required Performance. In short, Work-Related Knowledge
Now, to be even more specific, KNOWLEDGE includes – 1| KNOW – WHAT or “What We Know” and 2| KNOW – HOW or “What We Can Do” (commonly known as Skills)
To be Factual, there is a DIRECT CORRELATION between Increasing CRITICAL KNOWLEDGE (INPUT) and Achieving BREAKTHROUGH PERFORMANCE (OUTPUT).
STATEMENT of FACT
| CRITICAL KNOWLEDGE (Input) contributes directly to achieving BREAKTHROUGH PERFORMANCE (Output) |
The FIRST Category of CRITICAL KNOWLEDGE (INPUT 1)
The First Category of Critical Knowledge is known as ENHANCED JOB KNOWLEDGE.
Enhanced Job Knowledge is the NEXT LEVEL of 8 Highly Focused Capabilities required to drive Breakthrough Performance
The SECOND Category of CRITICAL KNOWLEDGE (INPUT 2)
The Second Category of Critical Knowledge is referred to as WORKING KNOWLEDGE.
Key examples of Working Knowledge include –
1| Functional, Technical and Operating Job Competencies
2| People/Soft Skills and related Behavioural Competencies
BREAKTHROUGH PERFORMANCE (OUTPUT)
The EFFECTIVE INTEGRATION and REPEATED APPLICATIONS of Enhanced Job Knowledge and Working Knowledge will directly assist your Organisation to drive Breakthrough Performance.
This is exactly What The FrankieKnowledge Model strives to achieve – BREAKTHROUGH PERFORMANCE!
Click to view MY VIDEO on – “Module 1 of POKM”
What types of ORGANISATIONS would BENEFIT
from achieving Breakthrough Performance ?
Category ONE
[1] SMEs and FAMILY-run ORGANISATIONS that desire to – 1| Remain Relevant to their Industries, 2| Achieve Significant Business Growth and 3| Continue to be Profitable
[2] MID-SIZED and LARGE COMPANIES that desire to – 1| Have Global Presence and build a Strong Brand, 2| Maintain and Leapfrog their Business Growth and 3| Register Higher Level of Profitability
[3] LARGE CONGLOMERATES and GLOBAL ORGANISATIONS that desire to – 1| Continuously Innovate their Brands, globally, 2| Sustain Real and Compound Business Growth and 3| Attain Outstanding Profits
Category TWO
[1] Education Institutions, Universities, Regulatory Agencies/Authorities, Research and Development Centres, Professional Bodies and Trade Associations, Knowledge Organisations and Libraries, Design Centres, Technology Organisations, Medical Centres, Creative Enterprises, Service Centric Companies, Project- and Process-driven Organisations and related organisations that have strong desire to increase OPERATIONAL EXCELLENCE, enhance CUSTOMER RESPONSIVENESS and accelerate INNOVATION INTENSITY by managing Critical Knowledge
An Overview of the Highly Structured
Breakthrough Performance ENGAGEMENT PROCESS
that I adopt to assist your Organisation
to achieve the DESIRED OUTCOMES
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What are My 5 Key Areas of DIFFERENTIATION
that will make Breakthrough Performance
a REALITY for your Organisation ?
Differentiation No.1
I DO NOT just focus on skills development. This is because skills developed May or May Not lead to the expected results.
My ULTIMATE FOCUS is on – Achieving your Measurable Breakthrough Performance Outcomes. This is My SINGLE MINDED INTENTION – My Breakthrough Performance MINDSET.
Differentiation No.2
My CONTENT is designed and developed to achieve your desired Measurable Breakthrough Performance Outcomes.
It is CUSTOMISED to address the ENTRY LEVEL of your Selected Talents, My Content incorporates ILLUSTRATIONS that are directly RELEVANT to your Industry.
Differentiation No.3
The entire Engagement with your Organisation is guided by My FrankieKnowledge KEY TALENT UPSKILLING MODEL.
The Model offers – 1| HIGHLY FOCUSED CAPABILITIES, 2| Structured STEPS, 3| Operating RULES, 4| Specific GUIDELINES, 5| TOOLS, 6| IMPLEMENTATION ACTION PLANS and 7| REVIEW SYSTEMS to make Breakthrough Performance happen
Differentiation No.4
I adopt a Highly Unique Breakthrough Performance FACILITATION TECHNIQUE when executing My Coaching Sessions, In-House Corporate Learning, Public Programmes and Licensing Workshops.
The Key Focus of My Technique is on – IMMEDIATE APPLICATIONS and TRANSFER of LEARNING to the Workplace to drive Breakthrough Performance. Click to view My Facilitation Technique
Differentiation No.5
Above all, your Organisation is investing and capitalising on My CONSOLIDATED CRITICAL KNOWLEDGE that is innovated based on My 38 YEARS of Global and Local Experience serving more than 1000 Organisations representing 23 countries.
In short, My Highly Differentiated CORE EXPERTISE can make Breakthrough Performance a REALITY for your Organisation
My PERSONAL RECOMMENDATIONS
Now that you have reviewed my Core Expertise and viewed my Video Channel, I would like to offer you My Personal Recommendations.
Recommendation No.1
I sincerely believe that I can Add Real Value to your organisation and/or your goodself. As such, May I recommend that you contact – Frankie Knowledge to INITIATE a Non-Obligatory Preliminary Discussion to explore how I can CUSTOMISE My CORE EXPERTISE to meet the Real Needs of your Organization
Recommendation No.2
However, if you are truly interested to equip your Key People and/or Yourself with the Highly Focused Capabilities required to seriously achieve Breakthrough Performance – in the very near future, I would strongly recommend to you, – My Key Talent Upskilling Interventions
Recommendation No.3
Alternatively, you may capitalise on My 30 Supporting Specialised Programmes that place specific focus on Significantly Enhancing your WORKING KNOWLEDGE (People/Soft Skills and related Behavioural Abilities)
As such, May I suggest that you look into my 5 MAJOR SERIES, namely –
A| HEAD of DEPARTMENT (HOD) Enhancement Series
B| EMPOWERMENT SKILLS Series
C| CORPORATE SALES and CUSTOMER SERVICE Skills Series
D| LEARNING and DEVELOPMENT Skills Series
E| KEY MANAGEMENT and SOFT Skills Series
Click to view full listing of My 30 Supporting Specialised Programme Titles
Additional SYSTEMS and TOOLS
| [1] Breakthrough Performance KNOWLEDGE SYSTEMS and TOOLS |
| 1| Establish The Practice of Knowledge Management (POKM) CENTRE to drive Breakthrough Performance |
| 2| Design, Develop And Customise a Focused ROADMAP to transform the Company into a Knowledge-based Organisation (KBO) to drive Breakthrough Performance |
| 3| Design, Develop and Customise the Practice of Knowledge Management (POKM) POLICY to drive Breakthrough Performance |
| 4| Design, Develop and Customise the Practice of Knowledge Management (POKM) PLAN for a Practising Community to drive Breakthrough Performance |
| 5| Design, Develop and Customise the Knowledge-based PERFORMANCE MANAGEMENT SYSTEM to sustain Breakthrough Performance |
| 6| Design, Develop and Customise the KNOWLEDGE IDENTIFICATION SYSTEM and KNOWLEDGE PROFILE |
| 7| Design, Develop and Customise the CONCEPTUAL/ BEHAVIOURAL/ TECHNICAL MATRIX |
| 8| Design, Develop and Customise the APPLIED LESSONS LEARNED DIRECTORY |
| 9| Design, Develop and Customise the COLLABORATED FREQUENTLY OCCURRING ISSUES DIRECTORY |
| 10| Design, Develop and Customise the APPLIED BEST PRACTICES DIRECTORY |
| 11| Design, Develop and Customise the LIVING IDEA BOX |
| 12| Design, Develop and Activate the COMMUNITY of PRACTICE |
| [2] Breakthrough Performance LEARNING / DEVELOPMENT SYSTEMS and TOOLS |
| 1| ESTABLISH The LEARNING and DEVELOPMENT Department/Function to drive Breakthrough Performance |
| 2| UPGRADE the existing Learning and Development Function to a CORPORATE LEARNING CENTRE to drive Breakthrough Performance |
| 3| Design, Develop and Customise the Knowledge-based and Performance-driven LEARNING NEEDS ANALYSIS System to drive Breakthrough Performance |
| 4| Design, Develop and Customise the Learning and Development MISSION and POLICY to drive Breakthrough Performance |
| 5| Design, Develop and Customise the Corporate Learning and Development PLAN to drive Breakthrough Performance |
| 6| Design, Develop and Customise the Corporate Learning and Development DIRECTORY to drive Breakthrough Performance |
| 7| Design, Develop and Customise the Corporate Learning and Development ADMINISTRATION System |
| 8| Design, Develop and Customise the Corporate TRANSFER of LEARNING System |
| 9| Design, Develop and Customise the Corporate Learning and Development EVALUATION System |
| 10| Design, Develop and Customise the POST Learning and Development REPORTING System |
| 11| Design, Develop and Customise the Key Result Areas, Key Performance Indicators and Performance-based JOB DESCRIPTIONS for Learning/Development Professionals |
| 12| Design, Develop and Customise the Knowledge-based PERFORMANCE MANAGEMENT SYSTEM for Learning/Development Professionals |
| [3] Breakthrough Performance STRATEGIC SYSTEMS and TOOLS |
| 1| Formulate the 2-Year CORPORATE/STRATEGIC PLAN to drive Breakthrough Performance |
| 2| Formulate the Corporate VISION, Corporate MISSION and Corporate PHILOSOPHY to drive Breakthrough Performance |
| 3| Formulate the STRATEGIC ANNUAL PLAN to drive Breakthrough Performance |
| 4| Design, Develop and Customise the Knowledge-based and Performance-driven CORPORATE CULTURE System to sustain Breakthrough Performance |
| 5| Formulate the 2-Year CORPORATE SALES PLAN to drive Breakthrough Performance |
| 6| Formulate the STRATEGIC ANNUAL SALES PLAN to drive Breakthrough Performance |
| 7| Design, Develop and Customise the Key Result Areas, Key Performance Indicators and Performance-based JOB DESCRIPTIONS for Corporate Sales Professionals |
| 8| Design, Develop and Customise the Knowledge-based PERFORMANCE MANAGEMENT SYSTEM for Corporate Sales Professionals |
| 9| Formulate the 2-Year CORPORATE CUSTOMER SERVICE PLAN to drive Breakthrough Performance |
| 10| Formulate the STRATEGIC ANNUAL CUSTOMER SERVICE PLAN to drive Breakthrough Performance |
| 11| Design, Develop and Customise the Key Result Areas, Key Performance Indicators and Performance-based JOB DESCRIPTIONS for Customer Service Professionals |
| 12| Design, Develop and Customise the Knowledge-based PERFORMANCE MANAGEMENT SYSTEM for Customer Service Professionals |
| Achieving BREAKTHROUGH PERFORMANCE in the context of KNOWLEDGE ECONOMY MASTER PLAN (KEMP) and the 11th MALAYSIA PLAN (2016-2020) |
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Click to view MY VIDEO on – “11th Malaysia Plan”
Click to view MY VIDEO on – “K-Econ Master Plan and POKM”
Click to view MY VIDEO on – “11th Malaysia Plan and POKM – (1)”
Click to view MY VIDEO on – “11th Malaysia Plan and POKM – (2)”
| Contact FrankieKnowledge Consulting Team | |
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frankie@frankieknowledge.com |
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Brief Profile of Frankie |