Our Mission
- To provide dynamic technologies that instantly transform business strategy into business reality.
- For our clients to become agile change masters leaping ahead of slow to change competition.
- Tangibly link organization mission with employee passion and guarantee results.
How it Works
“It begins by telling them how to excell. By defining an accurate Job Description that measurably defines job expectations, manager and employee can focus on a positive approach to help the employee meet the metrics. It is easy for managers to be transparent and fair in their compairson of performance expected with performance delivered. Using our propritory Incentive Profiler personalized (Financial or non-financial) incentives keep employees fully engaged and thinking like owners.”
Performance Path® enables managers get the best from their people. Our appraisal technology provides significant advantages over the traditional appraisal process. Traditional appraisal rating scales are based on the manager's opinion. Think about it for a moment. What does Meets Objectives or Exceeds Objectives mean to you. Would everyone in you organization agree with your definition? We believe it is fair to say the traditional appraisal is more of an opinion poll than an objective assessment of employee performance.
Our "Human Factors" rating scale is anchored with specific, easily observed behaviors demonstrating specific on-the-job skills and motivation levels. Managers are trained to match employee rating level with the appropriate coaching strategy. In this way managers select coaching strategies designed to maximize employee engagement and skill advancement. The big advantage - managers clearly communicate and achieve business objectives at every level of the organization.
Some organizations prefer to use performance targets or goals rather than appraisals. Measurable goals and targets can be very effective metrics. Just remember goals and targets are lag measures, you only see results after the fact. And managers are left to their own discretion whether to coach or not
The Performance Path ® difference
Business performance management (BPM) has made great strides over the last decade. Certainly balanced score cards and dashboards help managers plan, monitor and analyze results. Executives implement performance management to improve execution of strategy, increase efficiency and become more agile competitors.
The oversight … human energy. Human energy is what drives progress. All BPM systems use goal setting and key performance indicators to measure, monitor and analyze performance. These are lag measures. Relaying on these factors alone is like driving your car by looking in the rear view mirror.
Managers and employees need the information and motivation to drive success. Front line decisions (Lead Measures) drive bottom line results. Goals and objectives (Lag Measures) measure results. Employee motivation affects everything – customer relations, costly errors, and delayed responses.
Performance Path ® was developed over a number of years by psychologist and human behavior analyst Rod Waddell. In an effort to ‘find a better way’ to manage employees and bottom line results, he developed Performance Path ® and Incentive Cache™.
Company Profile
Mr. Rod Waddell has worked with such prestigious organizations as, AT&T USA, Barclays Private Bank, British Caymanian Insurance, CIBC, CUC, Cayman Islands Government, Cable and Wireless, Dresden Bank Latin America, Colgate, Chevron USA/CCR, Exxon, GM of Canada, and Tropical Shipping to name a few. Mr. Waddell has recently qualified as Advisor Specialist with Investors In and People UK.
After 20 years of leadership experience Mr. Waddell continues to enjoy building business success through innovative and teamwork.
Executive Team
Contact Us and receive a personal response from Rod Waddell of Performance Path®.