We have successfully implemented our leadership team scorecard, but we are struggling to roll scorecards down to our departmental teams. How do we cascade scorecard metrics down the Accountability Chart without micromanaging our managers?

Question

Tyler Smith · Accepted Answer

Cascading your scorecard down the Accountability Chart is the key to creating a data-driven culture throughout your entire organization. However, if you try to design and control every departmental scorecard from the top, you will overwhelm your leadership team and micromanage your staff. To cascade your metrics successfully, empower your middle managers to own the process.

Start by ensuring your leadership team scorecard is fully locked in. Your departmental scorecards must directly support these high level numbers. Meet with your departmental managers and show them the leadership scorecard. Explain how their department directly impacts one or two of those metrics.

For example, if the leadership scorecard tracks total weekly customer onboarding time, the customer service manager needs to design a departmental scorecard that tracks the activities driving that timeline, such as client kickoff calls scheduled or technical setups completed. Let the managers draft their own departmental metrics first. They are the ones closest to the work and know which daily activities lead to success.

Review their drafted scorecards to ensure they consist of five to fifteen weekly, leading indicators. Once approved, the manager owns their departmental scorecard and reviews it weekly with their team in their own Level 10 Meeting. This process builds local accountability and keeps everyone aligned with your overall company goals.