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@Paul thank you for detailed response on what results are and examples of the same You have outlined well the activities, outputs, outcomes and impact. This is good and Hongera! Ahead of schedule, you may begin to define which indicators you will use to measure the results.
My profession is an accountant, auditor and tax consultancy, so as you taught us that results is a change which is measurable and/or describable, in my work the expected result is a client(individual, company or institution) to have an ability to have a going concern through having a proper documentation, high quality of internal controls and high level of compliance, that is the expected result am intended to achieve in my work.
Firstly I will start by defining what is a result to my colleague, that is a measurable or describable change. an example of that change maybe water to Ice whereby ( Ice resulted from water and the Cause of that result is a refrigerator). therefore (RESULT = CHANGE, CAUSE-EFFECT).
Thereafter I will explain my colleague on the levels of results: 1.Output- is the products and services which resulted from the completion of activities within a dvt intervention.
2. outcome – Achievement – short term and medium term effect of an intervention / output (Behavioral change)
3. Impact – Long term effect and it includes life improvement .I understand result as the outcome of a certain action or set of interventions in a specific field. The result may be short term or may be long term as well.
1.In my field as a student, I have achieved my passing my Advanced level studies as my long term result. But my short term results were passing tests or quizzes .
2. As a manager of a restaurant, the result I am anticipating for is higher sales (approx.1M per week) also an increase in the status of the customers I serveI would tell my friend that he/she is missing a lot because, I have learnt a lot from the course so far.
1.I have learnt that results is about the end product never about the process, that’s not important.
2. Results should be both qualitative and quantitative in order to bring a good flow of ideas.
3.Sensible and strategic results are created after the result has been well defined and understood
4. By understanding my activities I can define the short term and long term results as well as the outcome s and then impact.
An example; Our problem is the discrepancy of sales in our restaurant
Our expected results; An increase of sales therefore an increase of profit per week to about 1M
After thorough analysis, we determined several causes; 1. decrease quality of the foods cooked in comparison to the beginning of the restaurant 2. poor customer care that pushes the customers away 3. Limited choice of foods available.
Our input will be; 1Conducting capacity building sessions monthly to the staff to ensure perfect customer care 2.Expanding the menu available menu to attract more customers
Our output will be; getting staff that have better customer care capacity
Our outcome will be; Decreased dissatisfaction from the customers.
Our impact will be increased reputation of the restaurant by a wide scope hence at the end leading to increased customersI will tell him/her that Result based management course is a good course by tell him/her the knowledge i acquired as follows.
A. Result is a change which is measurable and describable resulting from the cause and effect relationshipB. Levels of Results
i. Output – The products and services which result from the completion of activities within a development intervention.
ii. Outcome – is the likely or achieved short term and medium term effects of an intervention’s outputs.
iii. Impact – is the long term effects produced by the development intervention, directly or indirectly, intended or unintended.C. In the context of my work as an accountant, auditor and Tax consultant the following the levels of results i will tell her am expecting,
i. Output will be the number of clients i trained on proper documentations, improving internal controls and compliance on statutory law.
ii. Outcome will be the number of clients who change (improve) their operations as a result of the training i conducted.
iii. Impact will be the ability of the client’s business (i.e individual, company or institution) to be in a good health and making profit.I will tell my colleague that actually been learning a lot of things in the RBM course. One of the key things I’ve learned is about “results” and their different levels. Results are the tangible changes or outcomes that occur due to our efforts and can be measurable and described. These changes are divided into levels – outputs, outcomes, and impact.
Outputs: You talk about products and services. In my current role as a field facilitator on the USAID AFYA YANGU NORTHERN PROJECT, an example of an output could be the “MASHAURI” transitional booklet we’ve developed to empower youth living with HIV with practical skills and insights.
Outcomes: These are the medium-term changes that happen due to our outputs or short term & medium-term effects of an intervention’s output. An example from my work could be that, among the 25 HIV-positive youth I reached out to, 4 adolescents transitioned from youth clubs to adult groups with the help of the “MASHAURI” booklet.
Impact: This is the long-term consequence produced by a development intervention directly or indirectly. For instance, through our efforts, we’re striving for improved health-seeking behavior and enhanced quality of life within the community.You have attended a webinar on leadership qualities for 21st Century where main speaker emphasizes that a leader is a person who engages others to solve problems. How do you relate this concept with your RBM course so far?
Through RBM course I have learned that, there are many ways in which RBM and leadership are comparable. Both require establishing objectives, coming up with strategies to get there, and tracking the development. Both demand collaboration with others, effective communication, decision-making, problem-solving, strategic thinking, and accountability in order to succeed. In general, effective leadership and management require a combination of these skills because they share many essential qualities. Ahsante
In my Results-Based Management (RBM) course, I’ve learned that effective leadership plays a pivotal role in achieving organizational goals and outcomes. The concept emphasized in the leadership webinar, where a leader engages others to solve problems, aligns closely with RBM principles.
In RBM, leaders are responsible for setting clear objectives and fostering a results-oriented culture within their teams or organizations. They engage their team members in problem-solving and decision-making processes to ensure that activities and resources are directed towards achieving desired outcomes. This collaborative approach to problem-solving not only enhances the quality of decision-making but also promotes ownership and accountability among team members.
The concept of a leader working with others is essential in my RBM course and relates especially to stakeholder mapping whereby there have to be several ideas concerning the various activities to be conducted all the way to the generally proposed IMPACT of the project being talked about.
The leader has to actively share and engage others in setting the clear-cut objectives and other inputs as well
Also, working with others helps to develop a sense of cooperation and helps to build optimism which helps to push the whole team towards the desired goal.Thank you @Jonas, @Anifa, and @Tonny for your discussion. You will realize that for both topics there is a problem to be solved, a leader is a person who engages others to solve the problem. RBM is an approach that is used by a leader to solve the problem and produce results. Therefore, an effective leader is one who use RBM to turn the problem into results.
The RBM course encourages collaboration and team work, so in this case a leader must understand he/she cant work alone. When a leader involves others it creates a sense of ownership in the team and this can contribute to reach the intended goal.
Effective leaders are essential in driving the RBM process, they provide vision, motivation, and accountability necessary to set and achieve results-oriented goals within an organization. leaders must adapt to changing circumstances, learn from past results, and drive continuous improvement efforts to enhance performance and achieve better results.
The concept of a leader engaging others to solve problems, as emphasized in the webinar, aligns well with the principles of the Results-Based Management course. Both require collaboration, accountability, flexibility, effective communication, stakeholder engagement, strategic thinking, adaptability involvement in everyone interested, inspiration in concentration on getting clear measurable results when they work together, and a focus on achieving desired results through collective problem-solving efforts. These qualities and skills are essential for successful leadership within the RBM course. This way of leading increases the chances of success in today’s complicated and always-changing 21st-century environment.
Thank you!
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