An organization can determine its HPO status by conducting an HPO Diagnosis. During the HPO Diagnosis managers and employees fill in the HPO Questionnaire (available in over 15 languages), in which they indicate how well the organization performs on the 35 HPO characteristics, on a scale of 1 (very bad) to 10 (excellent). Thereupon the average scores on the five HPO factors is calculated and put into a graph. From this graph it can be seen whether the organization is already an HPO (which means a score of at least 8.5 on all HPO factors) and which HPO factors show a dip in the graph and therefore have to be improved. During a workshop with management and employees the results of the HPO Diagnosis and the HPO graph are discussed and an action agenda, with actions to improve the HPO scores, is drafted. In the next one to two years, the organization then has to work dedicated on these actions in order to improve its HPO scores and its competitive performance.
What do the executive teams of competing firms actually compete on? Not on their firm’s products and services, that is the company’s output. In fact, executive teams primarily compete on the quality of their insights about their own organization. The first basis of competition between executive teams is the understanding of what really happens in their organization.
Harvard Business Review Press
What we thought we bought: a change initiative, a methodology and an answer to our problems. What we actually got: a framework for change, a common language and something to get behind. What did it feel like: uncomfortable at the start, connecting & satisfying and a boost in performance.
Nick Churchman, Director Organisational Effectiveness HP Defense
The main reason for starting an HPO Diagnosis is management’s strong wish for the organization to excel. In addition, there are quite a few other reasons for starting the HPO-diagnosis.
“I met André in 2007 when I was engaged in a major turnaround. The HPO methodology provided a perfect means of benchmarking where we were, telling us what good looked like, the things that we really needed to focus on, a target to aim for and the means to measure our progress – excellent. On a personal basis I really enjoyed working with André, bright, perceptive and always challenging – always adding further polish to the HPO Diagnosis!”
Huw T. Owen - President, BT Global Health
But what are the benefits of applying the HPO Framework? Since the first publication on the HPO Framework in 2007, many organizations worldwide have worked with the HPO Framework, and many new research studies have been based on the framework. This made it possible to evaluate the financial and non-financial benefits that applying the HPO Framework can bring to organizations. These benefits consists of the following:
“We found the HPO Diagnosis process to be incredibly valuable. The study showed not only what makes Archway great but we also now have statistically valid Attention Points to work on that tie back to the Five Pillars. This needs to become an annual benchmarking process for all organizations striving to become and remain high performing. Dr. de Waal’s definition of a High Performance Organization should be the world-wide standard.”
Mike Moroz, President Archway (USA)
“HPO has the advantage of being highly practical and easy to implement. Thanks to the HPO-diagnosis you can quickly tell what to do in order to improve performance. It is a methodology that properly puts a finger on the issues.”
Rob van den Maagdenberg, Vice President North Western Europe - Grohe
For more information about the HPO Framework, HPO Experts, workshops and our do-it-yourself HPO Insight™ improvement tool, please contact us (email@example.com or T. +31 (0) 35 – 603 70 07).