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The Impact Map

 

At the Leadership Pipeline Institute we apply Impact Maps in cooperation with our clients as a flexible and powerful tool to create learner focus and intentionality. The Impact Map creates a line of sight for employees, managers and the organization at large between capabilities, performance and business results. By applying Impact Maps, we create a shared vision of training and the role it plays for achieving business results.

 
 

Impact Maps are all about creating a direct line of sight between employee performance and how the performance supports the achievement of critical business goals. Below we have attached two examples of parts of Impact Maps that we have developed in cooperation with our clients:

 

Sample 1: "Reduce costs through streamlined operations":

 
Job Role Key Skills Critical Actions Individual or Team Key Results Organizational Goals
Leading Others

How to:

Define roles

Set objectives

Prioritize tasks

Delegate

Follow-up

Provide performance coaching

Give feedback

Assess and improve performance

Clearly define the roles and priorities of direct reports

Ensure that objectives for direct reports enable cost and downtime reduction

Ensure that direct reports have a clear understanding of their performance level

Ensure that performance coaching and feedback is given regularly

Ensure that performance assessments are used constructively to improve performance

Reduce costs

Reduce downtime

Reduce costs through streamlined operations

Job Role Leading Others
Key Skills

How to:

Define roles

Set objectives

Prioritize tasks

Delegate

Follow-up

Provide performance coaching

Give feedback

Assess and improve performance

Critical Actions

Clearly define the roles and priorities of direct reports

Ensure that objectives for direct reports enable cost and downtime reduction

Ensure that direct reports have a clear understanding of their performance level

Ensure that performance coaching and feedback is given regularly

Ensure that performance assessments are used constructively to improve performance

Individual or Team Key Results

Reduce costs

Reduce downtime

Organizational Goals

Reduce costs through streamlined operations

 

Sample 2: "Be recognized as a best place to work organization":

 
Job Role Key Skills Critical Actions Individual or Team Key Results Organizational Goals
Leading Others

How to:

Select the right team members

Build a team based on engagement, motivation and performance

Coach team members and the team to become high-performing

Clearly define the roles and priorities of direct reports

Highly motivated and high-performing team members

Create a high level of team spirit and engagement

Employee engagement increased

Be recognized as a best place to work organization

Job Role Leading Others
Key Skills

How to:

Select the right team members

Build a team based on engagement, motivation and performance

Coach team members and the team to become high-performing

Clearly define the roles and priorities of direct reports

Critical Actions

Highly motivated and high-performing team members

Create a high level of team spirit and engagement

Individual or Team Key Results

Employee engagement increased

Organizational Goals

Be recognized as a best place to work organization