GPS-IE Management Improvement System

“GPS-IE®” is an innovative and practical management theorem. It describes management as “everything is algorithm, everything is business, and everything is logic”.

It simplifies complicated organizational management into a mathematical algorithm and measurable behaviors. It is an innovative management methodology that has truly risen in the field of management.

“GPS-IE® Management Improvement System” not only helps managers at all levels achieve performance results more effectively, but also assists enterprises to solve pragmatic problems in a truly mathematical, systematic, logic, result-oriented, and sustainable fashion.

Introducing the ✨ GPS-IE AI Advisor, an AI tool designed to guide and accelerate your implementation of the GPS-IE Management Improvement System. The ✨ GPS-IE AI Advisor tool takes the GPS-IE methodology to the next level, providing you with personalized guidance and support key process steps.

Launch the ✨GPS-IE Advisor

IPP is a certification program based on “GPS-IE® Management Improvement System”.

The IPP certification program has three levels: Primary, Intermediate, and Senior. Since its launch in 2018, 50+ full workshops have been successfully conducted, with nearly 700 individuals obtaining the official IPP certification. Our instructional and coaching team is dedicated to equipping participants with the framework and tools to establish a simple and standard management mechanism.

Workshops are scheduled demand, please contact us to join the next session.

George is a management innovator with over thirty years of working experience. He specializes in management innovation, performance improvement, talent strategy, corporate university, instructional system design, e-Learning and curriculum development.

He has served in various world-class companies such as IBM, Ericsson, HayGroup, and Qwest, as well as President of the International Society for Performance Improvement. He has been the lead on a variety of projects with various responsibilities in both countries and possesses a verifiable track record of creating proven results. George co-developed the “GPS-IE® Management System”.with Mr. Hui Ding and has since certified over 600 employees across multiple industries.

Step 1: Identify Core Function

• Department Identification: Determine the specific department being analyzed.
• Core Function: Clearly define the main function of the department. For instance, the Training Department focuses on employee training, while the Sales Department is responsible for developing new clients and retaining existing ones.

Step 2: Define Goals

• Establish Clear Objectives: Set specific, measurable goals that the department aims to achieve. This could involve sales targets, employee training completion rates, or customer satisfaction levels.
• Align with Organizational Strategy: Ensure that these goals are aligned with the broader organizational objectives to maintain coherence and direction.

Step 3: Analyze Problems

• Identify Symptoms: Recognize visible signs that indicate performance issues within the department.
• Quantify Problems: Measure the gaps between the current state and the expected goals. This involves collecting data to understand the extent of the discrepancies.
• Determine Causes: Investigate the underlying factors contributing to these problems, ensuring they are measurable and actionable.

Step 4: Develop Solutions

• Approach Selection: Identify potential solutions and methods to address the identified problems. This could include process improvements, training initiatives, or resource allocation changes.
• Plan Creation: Develop a detailed action plan outlining the steps needed to implement the chosen solutions. This should include timelines, responsibilities, and resource requirements.

Step 5: Implement and Evaluate

• Execute the Plan: Implement the solutions as per the action plan while ensuring all stakeholders are informed and engaged.
• Monitor and Evaluate: Continuously assess the outcomes of the implemented solutions against the established goals. Use data-driven metrics to evaluate success and identify areas for further improvement.

Level 1: Problem Identification

This level involves defining the key areas of the department that need analysis.

1. Client: Identify who benefits from the department’s services.
2. Product: Determine the goods or services the department is responsible for.
3. Measurement Standards: Establish specific outcomes or benefits expected from the department's work.
4. Reward: Identify the incentives for achieving goals.
5. Consequences for Not Delivering: Understand the penalties faced for failing to meet goals.

Level 2: Algorithms: The "Driver Formula"

This level dives deeper into operational algorithms that quantify Key Result Indicators (KRIs).

• Key Driver Indicators (KDIs): Break down the KRIs into measurable components that drive performance.
• Example: For the Training Department, the KRI might be the "Number of qualified employees," which is derived from various KDIs such as "Number of Employees to Be Trained," "Training Department Capacity," and "Training Pass Rate."

Level 3: Advanced Problem Analysis

This level involves a more detailed examination of the causes of the problems identified in Level 1.

• Root Cause Analysis: Identify the fundamental issues that lead to the symptoms observed in Level 1.
• Deeper Metrics: Develop additional metrics and indicators to further understand the performance gaps and their underlying causes.
• Strategic Solutions: Formulate comprehensive strategies to address these root causes, ensuring that solutions are sustainable and effective.