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The KPI Institute

The KPI Institute is the global authority on Key Performance Indicators (KPIs) research and education.

Our vision is empowering the world to achieve performance excellence. The KPI Institute is a leading global research institute specialized in business performance. It operates research programs in 12 practice domains, ranging from strategy and KPIs to employee performance and from customer service to innovation performance. We deliver training courses on 6 continents, reaching a total of 31 countr

ies. In the last years, 4650+ professionals took part in our trainings and educational programs. Insights of our research are disseminated through a variety of publications, subscriptions services and through a knowledge platform available to registered members. Visit our online platforms:
>> https://kpiinstitute.org/
>> https://smartkpis.kpiinstitute.org/
>> https://elearning.kpiinstitute.org/
>> www.performancemagazine.org

02/09/2026

You’ve built the strategy and the objectives are set. Everyone knows where the organization is supposed to go. Now comes the hard part: 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐨𝐧. 😤

Turning strategic decisions into results requires more than a good plan. It means knowing how to structure implementation, engage the right stakeholders, allocate resources, monitor progress, manage strategic initiatives, and drive the organizational change needed to move things forward.

Fortunately for those interested, that’s the focus of our 𝐂𝐞𝐫𝐭𝐢𝐟𝐢𝐞𝐝 𝐀𝐠𝐢𝐥𝐞 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐄𝐱𝐞𝐜𝐮𝐭𝐢𝐨𝐧 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐋𝐢𝐯𝐞 𝐎𝐧𝐥𝐢𝐧𝐞 course!

🎯 While agility is part of the picture, the main goal is clear & crisp: build the capability to execute strategy effectively, all the while staying responsive when circumstances change.

⏰ Time to put strategy into motion and learn to use frameworks designed to help turn strategic intent into action: https://shorturl.at/t1pZB

01/09/2026

🤔 Want to understand where your organization stands, what’s happening around it, and how its strategy connects to performance? Look no further than the 𝐁𝐚𝐥𝐚𝐧𝐜𝐞𝐝 𝐒𝐜𝐨𝐫𝐞𝐜𝐚𝐫𝐝!

The Balanced Scorecard can be supported by a range of strategic tools, each offering a different perspective:

🔹 SWOT helps you understand your organization’s internal strengths and weaknesses, as well as external opportunities and threats.
🔹 PESTEL helps you look beyond the organization and consider the wider forces that could influence it.
🔹 Porter’s 5 Forces helps you assess the competitive environment you operate in.
🔹 Strategy Maps help turn strategic objectives into a visual picture of how they connect.
🔹 System Audits help you check whether your management system is actually working as intended.

Together, these tools can help turn strategy from something you have into something you can analyze, structure, manage, and improve.

🔎 Find out how to put them to use in our 𝐂𝐞𝐫𝐭𝐢𝐟𝐢𝐞𝐝 𝐁𝐚𝐥𝐚𝐧𝐜𝐞𝐝 𝐒𝐜𝐨𝐫𝐞𝐜𝐚𝐫𝐝 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐒𝐲𝐬𝐭𝐞𝐦 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐋𝐢𝐯𝐞 𝐎𝐧𝐥𝐢𝐧𝐞 course: https://shorturl.at/1YlNg

01/09/2026

A good strategy starts with the right questions:

➜ How do you develop a strategic mindset?
➜ Which strategy planning concepts do you need to understand?
➜ What are the right tools to use for different individual and team scenarios, and how can you choose them?

Strategy feels mostly theoretical, but there’s a whole lot more to it. It means knowing which planning concepts to use, how to approach different scenarios, how to adapt your tools, and when to select the best methods for both individual and team settings. Overall, it’s about knowing how to apply it when the situation calls for it.

Get the answers and build your strategic planning capabilities in our next 𝐂𝐞𝐫𝐭𝐢𝐟𝐢𝐞𝐝 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐚𝐧𝐝 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐋𝐢𝐯𝐞 𝐎𝐧𝐥𝐢𝐧𝐞 course!

👉 Join us now: https://shorturl.at/TESDH

01/09/2026

📃 OKRs look simple on paper, especially once you have a professional degree under your belt: set Objectives, define Key Results, align them, review progress, rinse & repeat.

However, once you’re working with a real organization, the questions get more complicated:

How should OKRs be structured across different levels❓
How do you keep teams aligned without making every OKR identical❓
What processes keep progress visible❓
What do you do when the OKRs aren’t working as intended❓

That’s where Practitioner-level capability comes in. The 𝐂𝐞𝐫𝐭𝐢𝐟𝐢𝐞𝐝 𝐎𝐊𝐑 𝐏𝐫𝐚𝐜𝐭𝐢𝐭𝐢𝐨𝐧𝐞𝐫 𝐋𝐢𝐯𝐞 𝐎𝐧𝐥𝐢𝐧𝐞 course focuses on the practical side of OKR deployment, from designing an OKR system and implementation plan to aligning OKRs, managing progress, and continuously improving the system.

Knowing the framework is one thing (𝘢𝘯𝘥 𝘪𝘴 𝘤𝘰𝘷𝘦𝘳𝘦𝘥 𝘣𝘺 𝘵𝘩𝘦 𝘱𝘳𝘰𝘧𝘦𝘴𝘴𝘪𝘰𝘯𝘢𝘭 𝘥𝘦𝘨𝘳𝘦𝘦). Making it work across an organization is another (𝘸𝘩𝘪𝘤𝘩 𝘪𝘴 𝘸𝘩𝘺 𝘸𝘦 𝘩𝘢𝘷𝘦 𝘵𝘩𝘦 𝘱𝘳𝘢𝘤𝘵𝘪𝘵𝘪𝘰𝘯𝘦𝘳 𝘭𝘦𝘷𝘦𝘭).

👟 Take the next step from OKR knowledge to OKR deployment and strategy ex*****on: https://shorturl.at/SDRVK

31/08/2026

Next week, a four-path adventure awaits! 🗺️

➡️ Benchmark the journey with our Certified Benchmarking Practitioner Live Online course: https://shorturl.at/A62wj

➡️ Set your direction with our Certified OKR Professional Live Online course: https://shorturl.at/JBtWb

➡️ Define success with our Certified KPI Professional Live Online course: https://shorturl.at/uoD89

➡️ Measure the achievements of your fellow journeymen with our Certified Employee Performance Management Professional Live Online course: https://shorturl.at/i2ZKX

Which path will you take? 👀

31/08/2026

زيادة عدد مؤشرات الأداء الرئيسية (KPI) لا تعني بالضرورة مزيدًا من التحكم. عندما يصعب فهم الأداء، قد نميل إلى قياس كل شيء: المزيد من المقاييس، والمزيد من لوحات المعلومات، والمزيد من التقارير، والمزيد من جداول البيانات، والمزيد من الأرقام. وفي النهاية، قد يؤدي كثرة المقاييس إلى زيادة صعوبة، لا سهولة، تحديد ما يهم فعليًّا.

تتمثل الإدارة الفعالة لمؤشرات الأداء الرئيسية في تحديد المؤشرات المناسبة للقرارات والأهداف الأكثر أهمية، وليس في جمع أكبر عدد ممكن من المقاييس. يجب أن تساعد مؤشرات الأداء الرئيسية المناسبة في الإجابة عن أسئلة مثل التالية:

ما الذي نسعى إلى تحقيقه؟
ما هو الجانب المهم حقًّا من الأداء؟
كيف سنعرف ما إذا كنا نحرز تقدمًا؟
ما الإجراء الذي يجب أن نتخذه عندما يتغير الأداء؟

تعلم كيفية توثيق مؤشرات الأداء الرئيسية الفعالة واختيارها وتطويرها وإدارتها من خلال دورتنا التدريبية المباشرة عبر الإنترنت «المتخصص المعتمد في مؤشرات الأداء الرئيسية»: https://shorturl.at/vojcS

31/08/2026

إن وجود نظام لإدارة الأداء لا يعني بالضرورة أنه يعمل بشكل فعال. فقد تكون الإجراءات موجودة على الورق فقط. وقد يتم إكمال التقارير. وقد يتم تحديد مواعيد المراجعات. وقد يبدو كل شيء على ما يرام.

ولكن، هل تقيس العناصر الصحيحة؟
هل يتم اتباع إجراءات الأداء فعليًّا؟
هل النتائج موثوقة بما يكفي لدعم اتخاذ القرارات؟
وهل يساعد النظام المؤسسة على التحسين؟

يمكن أن تساعد عملية تدقيق أنظمة إدارة الأداء التي تُجرى بشكل جيد في الكشف عن الفجوات بين ما يُفترض أن يفعله النظام وما يفعله فعليًّا.

يمكن أن تساعدك الدورة التدريبية المباشرة عبر الإنترنت «المتخصص المعتمد في تدقيق أنظمة إدارة الأداء» على تطوير المعرفة والمهارات اللازمة لتقييم أنظمة إدارة الأداء بشكل أكثر منهجية وتحديد فرص التحسين.

تعلم كيفية النظر إلى ما وراء الأوراق وفهم مدى فعالية أداء نظام إدارة الأداء فعليًّا: https://shorturl.at/zicGb

31/08/2026

تتمتع كل مؤسسة بفرص وأفكار وأهداف أكثر مما يمكنها تحقيقه بشكل واقعي في الوقت نفسه.

يساعد التخطيط الاستراتيجي في الإجابة عن الأسئلة الصعبة التالية:

ما الذي يجب أن نعطيه الأولوية؟
أين يجب أن نستثمر مواردنا؟
ما الذي يجب أن نؤجله أو نتركه جانبًا؟
كيف تتكامل أهدافنا مع بعضها البعض؟
ما هي الإجراءات التي ستدفعنا فعليًّا نحو الاتجاه الذي نرغب فيه؟

تصبح الاستراتيجية ذات مغزى عندما توجه القرارات، وليس عندما تكتفي بوصف المكان الذي نود الوصول إليه.

تعلَّم كيفية ترجمة التوجه الاستراتيجي إلى خطط منظمة وأولويات قابلة للتنفيذ من خلال دورتنا التدريبية المباشرة عبر الإنترنت «المتخصص المعتمد في الاستراتيجية وتخطيط الأعمال»: https://shorturl.at/BghJy

26/08/2026

If everything is an OKR, nothing is really a priority, is it?

It can be tempting to turn every important task, project, target, and responsibility into an OKR, but that can quickly create a problem: instead of helping teams focus, OKRs become a long list to track.

Not everything under the sun needs to be an Objective or Key Result. Some things are best left as business-as-usual responsibilities. Others are Initiatives that help move an OKR forward.

The real power of OKRs comes from identifying the areas where you need focused, measurable progress. OKRs are most effective when you use them to focus on what matters most, not spread them out like butter on toast.

So before adding something to your next OKR cycle, ask yourself:

🤔 Is this a strategic priority?
🤔 Does it represent meaningful change or improvement?
🤔 Does it need focused attention and measurable outcomes?

🔎 Learn how to set and manage OKRs effectively with our Certified OKR Professional Live Online course: https://shorturl.at/nPx0h

26/08/2026

What happens when employees are expected to perform well, but “𝒘𝒆𝒍𝒍” isn’t clearly defined?

It’s easy to tell people to do their best. Everyone can do that. It’s much harder to make sure everyone understands what is expected of "𝒕𝒉𝒆𝒊𝒓 𝒃𝒆𝒔𝒕":

🎯 What they are expected to achieve
📌 How their performance will be evaluated
💬 How they are doing along the way
📈 What they can do to improve
🏆 How their contributions connect to organizational goals

When these elements are unclear, performance management can become reactive: problems are discussed after they happen, feedback comes too late & fragmented, and employees may not know what they should change.

A structured Employee Performance Management approach creates a clearer connection between what the organization needs and what each employee is expected to deliver.

Join our Certified Employee Performance Management Professional Live Online course and develop the knowledge to manage employee performance through clear expectations, effective feedback, meaningful evaluation, and continuous improvement.

🔎 Find out more: https://shorturl.at/EbukE

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