1. Results Driven Meaning
2. Performance Review Results Driven Examples
3. Results Driven Team

1. If you want to be results-driven, you need to be efficient with your work. To do this, you should take on fewer projects so you can put more of your energy into them and have a better outcome.
2. Result-oriented people can be closed off to any way but their own; Goals create positive energy. Striving for results creates anxiety and fear of failure. Goals are rooted in realistic accomplishment.

Why does everyone need a mindset playbook for success? Because we all have visions, goals and dreams for success in our organizations, careers, businesses and in life but unfortunately many people never reach their true potential because of their mindset, limiting beliefs or an outdated playbook.

Another way to say Results-oriented? Synonyms for Results-oriented (other words and phrases for Results-oriented). Results Driven Quotes & Sayings. Showing search results for 'Results Driven' sorted by relevance. 868 matching entries found. Business Automobiles.

There are 31 manifesto statements in the Playbook

This mindset playbook is designed to provide a personal framework for thinking differently. Quite honestly, we don’t take time to reflect, think, and plan; and when we are thinking, we aren’t thinking beyond the surface or strategically. I challenge you to use this playbook as a thinking tool for your business, organization and life!

Result Driven Playbook For Success

There are 31 manifesto statements. “A manifesto is defined as a declaration of one’s beliefs, opinions, motives, and intentions. It is simply a document that an organization or person writes that declares what is important to them. A manifesto functions as both a statement of principles and a bold, sometimes rebellious, call to action.”

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About Me

Dr. Taunya Lowe, known as ‘The Riot Starter’ is an innovative, insightful, change agent who understands the concept of adding value to others. As a trainer and presenter, she is witty and engaging while offering practical solutions, healing the pain points around team progression and productivity, succession planning, and professional development. She uses a cadre of assessments to establish baselines within organizations, such as the Maxwell Leadership Game, Wiley DiSC, and 360 assessments.

She offers training coaching and consulting using her results-driven philosophy back by 20 years of research to help organizations create High-Performance Workplaces. A national and international speaker, trainer, author, podcaster, mindset coach, and consultant. Dr. Taunya Lowe is a graduate of Clark Atlanta Univeristy and Capella Univeristy. She is the founder and driving force behind the Results-Driven Philosophy and the Riot Starter movement, which consists of programs, products, retreats, and trainings. She is inspirational, transformational, and your partner for individual and organizational success. http://www.drtaunyalowe.com

As a partner to your success, Dr. Taunya Lowe adds value, to your organization using her expertise while integrating real life experiences into her methodology.

This fast-moving book is based on practical, proven strategies you can use immediately to get better results in your business.

If you’re ready to positively transform your life, then read and absorb the strategies in this brilliant book by my friend Dr. Taunya Lowe! Dr. Lowe truly cares about helping others and her ideas will make a positive difference in your life!”

Dr. Taunya Lowe cuts to the chase and gently places the rubber on the road of outcome focused organizations. She reminds us that the target drives the activity and not the other way around. Ingest this dose of brilliance at your earliest convenience.

Taunya Lowe provides an easy read filled with personal experiences and proven techniques. This is a great foundational guide or “how-to” manual for anyone wanting to be a leader of people or any organization wanting to make a step-function improvement in performance. Dr. Taunya Lowe provides reflections/insights on teaming, why we run from it, and what it takes to be good at it.

This book is the secret weapon that every organization and leader can use to achieve success in business. Dr. Lowe has put together a collection of the four keys and organizational success strategies, in an easy to read guide. Her book is incredibly noteworthy and valuable to help you achieve a high-performance workplace and the results that every business and organization strives for to be successful. “Results Driven Organizations” is truly magical! Well done!

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Scroll down to watch a video instead!

When we onboard new customers at Perdoo, there is one thing that every organization struggles with: creating Key Results that measure outcomes instead of outputs.

Results Driven Meaning

So what is the difference between an outcome and an output? Why is it difficult to differentiate between the two? And why is it crucial that Key Results measure outcomes and not outputs?

Outputs vs outcomes

An output is something you do, an outcome is something that happens as a consequence of what you do. “I’ve had a demo with a prospect” is an output, “I’ve closed a customer” is an outcome. Most people naturally focus on outputs. It’s relatively easy to come up with a list for what you need to do today, this week and this month. However, as Stephen Covey explains in his book The 7 habits of highly effective people, outputs always come last. In order to be successful, you need to start with the end in mind.

At Perdoo, we’ve developed a simple process that you can follow which ensures that you always start with the end in mind:

1. 1. Where do I want to go?
   2. What are the results that I need to achieve in order to get there?
   3. What do I need to do to achieve those results?

In OKR terms:

1. 1. Objective
   2. Key Results
   3. Initiatives (an Initiative can be any output from a task or todo to a project or deliverable)

Starting with outputs (i.e. Initiatives) is impossible unless you don’t care what these outputs should accomplish. When Alice asked the Cheshire Cat in Alice in Wonderland: “Which way do I ought to go from here?”, the Cat replies “That depends on where you want to get to”. Alice then says “I don’t much care”, upon which the Cat concludes that it then doesn’t matter which way you go.

Are you activity- or results-driven?

In order to start with the end in mind you need to start with the Objective first, then Key Results and then Initiatives. First define the outcome you want to achieve before you define the outputs that will get you there.

For many people, focusing on outcomes instead of outputs requires a significant shift in culture and thinking. Defining outputs is easy, we’re all focused on doing things. Doing something releases dopamine in our brain and makes us feel good. Doing things to achieve a certain outcome is a lot more complicated, and now success is not measured anymore by the percentage completion of your output.

This can be scary for some, but will be thrilling for others: now you can see the consequences of your actions and learn what you can do to achieve certain results. The faster you learn, the better you get, as an individual, a team, and a company.

Performance Review Results Driven Examples

For executives and managers, the question is how do you want to measure performance within your business? Are you activity- or results-driven? Are you happy when a 1000 prospects have been called this week or is what really matters to you how many customers you closed? I argue for the latter. As long as Key Results are on track, as the CEO of Perdoo I prefer to not get involved at the Initiative-level. However, if we’re off-track, I like to have a look at the Initiatives to get a feeling for what’s been done so far, helping the team to figure out why it’s not working, and brainstorming what other Initiatives we could try to get things back on track.

Why Key Results should measure outcomes

Creating Key Results that measure outcomes and not outputs can be quite a challenge. Let’s see what happens if you measure outputs as Key Results.

Imagine a Marketing team who has the following Objective: Fuel top of the funnel growth. They create a Key Result to Run a €200K AdWords campaign (an output).

They run the campaign and spend €200K, so they update progress on that Key Result to 100%. This, in turn, increases progress on the Objective, so people looking at the Objective would think “Oh wow, Marketing is really growing top of the funnel!”. Is that really the case though?

All they did is spend €200K on AdWords. To know whether that had an impact on top of the funnel growth, you would need to look at Key Results that accurately measure your intended outcome: top-of-the-funnel growth.

Adding outputs as Key Results gives a false impression of progress. It also prevents the team from learning. Had the Key Result been Generate 1000 leads and Run a €200K AdWords campaign was added as an Initiative, then as their Initiative progressed they would have been able to see whether or not the Initiative was generating leads (and try something else if it wasn’t).

Conclusion

If you want to improve your organization, then focus the team on outcomes instead of outputs. Focusing on outcomes puts the end in mind first, tracks the progress of what really matters, and enables you to learn.

Results Driven Team

Focusing on outcomes will not only boost performance, but it is also a natural protection against micro-management. Don’t tell sales reps how many outbound calls they need to make today (output), instead make them responsible for closing a certain amount of customers each month (outcome).