1. Perception Analysis: Understanding the Need for Change. Before diving into performance analysis, organizations must first explore the perceptions that trigger the desire for improvement. This involves answering three key questions:

- The Who Question -> "Who's involved?"

- The How Question -> "

- The Why Question -> "Why the improvement matters?"

2. Gap Analysis: Actual vs Desired Performance. Gap between current state and ideal state so it can reveals what needs to be improved and sets the direction for analysis.

3. Strategic Alignment Check. Ensure that the desired performance aligns with:

- Vision

- Mission

- Core values

- Norms and organizational culture

4. Performance Analysis: Diagnosing the System. Analyze 4 key organizational elements to find the root causes of performance gaps:

- Organizational Systems: Structure, communication, decision-making, relationships, and financial readiness.

- Management Systems: Leadership practices, delegation, feedback, and employee development.

- Physical & Technical Systems: Tools, technologies, workflows, and infrastructure.

- Human & Social Systems: People, motivation, skills, and social dynamics.

5. Intervention Selection

Select the most appropriate solution based on the analysis. The intervention should directly addressed the root cause and align with the strategic objectives.

6. Feasibility Analysis. Evaluate whether the organization has the capability and adequate resources to implementing the selected intervention:

- Financial

- Human

- Technical

- Cultural readiness

7. Design, Develop, and Implement. Once feasibility is confirmed:

- Design the solution

- Develop the necessary tools, training, or systems

- Implement the intervention

- Monitor and evaluate its effectiveness