Symptoms

• What are the main issues?
• What isn’t working well?
• What is obvious about the problem(s)?

Suffering

• What pain is it causing?
• Who/what is impacted by the performance gap?
• What is it costing individuals, the team or the organization?

Significance

• What are the organizational goals that are being impacted by the lack of performance?
  • (If possible, tie these in with the organization’s strategy, vision or mission.)
• What is the potential cost to the organization if the goals and outcomes aren’t achieved and the performance problem isn’t addressed?

Success

• What is the desired performance?
• What does success look like?
• What are the expectations?
• How will we know when we get there?

Status

• What is happening now?
• What level of performance is currently being achieved?
• What are the gaps between the desired performance and the current performance?

Sources

• Why is the gap happening?
  • Know, Grow, Whoa, Mo, Go
• Who or what is responsible?

Solutions

1. 1.    Suggest

• What do you recommend?
• Who should do what by when?

1. 2.    Select

• Typically done by key leaders or stakeholders.

1. 3.    Start

• Typically done by key leaders or stakeholders.

1. 4.    Status (Celebrate or Start Over)

• Return to the Status step to evaluate the effectiveness of the solution.