Much is being said and written about the uncertainty in Washington, DC. What we know to be certain is that yesteryear’s argument of “give us more money and we will make it better” will unlikely carry the day.
Today, more than ever, performance results will matter. Personalities at the podium are nice, but the actual delivery of measurable outcomes is what really matters.
Photo: METRO
2 min to read
Much is being said and written about the uncertainty in Washington, DC. What we know to be certain is that yesteryear’s argument of “give us more money and we will make it better” will unlikely carry the day.
This new landscape also makes the case for performance-driven leadership versus personalities that seem to land in a fancy titled role for no other reason than “they’re so nice.” This is how we wind up with the same people at the podium event after event, while the actual performance leaders are sitting in the audience.
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High-performance executives are those who can precisely explain — supported with data — why their organization has achieved success. And not the success that happened to them, rather the success they purposefully designed and delivered.
Steps to Success
Here are three essential action steps to high-performance leadership:
1. Declare The Results: Put a stake in the ground and measurably declare the outcomes your organization will produce in the coming year. For example, Customer satisfaction will improve by 8%, We will become 5% less reliant on taxpayer subsidies, Our Community Value score will rise by 8.5%.
This is absolute clarity of success. Notice, this is NOT a laundry list of effort, actions, and programs, unrelated to measurable outcomes.
2. Deliver the Results: Organize your team’s time, treasure, and talent to produce the declared outcomes. Improving Community Value by 8.5%, for example, doesn't occur by happenstance. The performance-driven executive needs to understand what the community prioritizes and then deliver on the priority. Team alignment requires prioritizing, saying no, and extreme focus to produce the outcomes that have been declared. High performance alignment does not have time for a litany of programs, distractions, and budgets that fund and protect the status quo.
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3. Disseminate the Results: The performance-driven executive insists upon objective evaluation of their performance and will tie their compensation to it. For example, if customer satisfaction increases by its objectively desired goal, the executive is financially compensated. Even better, so are their subordinates.
High-performance executives are those who can precisely explain — supported with data — why their organization has achieved success.
Photo: METRO
Today, more than ever, performance results will matter. Personalities at the podium are nice, but the actual delivery of measurable outcomes is what really matters. More plow horses and fewer show horses.
Outstanding customer satisfaction, improved efficiencies, communities that prioritize value, reduced tax burden — this is what performance-driven leaders deliver.
Communities across the country will be best served by public sector executives who have declared measurable outcomes, delivered them, and take ownership by being evaluated based on facts.
Polis comprises cities and regions, as well as corporate partners, from across Europe, promoting the development and implementation of sustainable mobility. This year’s event had over a thousand attendees across various policy forums and an exhibition.
Across North America and beyond, transit agency officials are contending with a perfect storm of operational headaches and strategic challenges that hamper daily service and long-term progress.
Simply incentivizing electrification is not enough to make a meaningful impact; we must shift our focus toward prioritizing public transportation and infrastructure.
For many years, the narrative surrounding public transit improvements has been heavily weighted toward environmental gains and carbon reduction. While these are undeniably crucial long-term benefits, the immediate focus of this new funding environment is firmly on demonstrable system efficiencies and a clear return on investment.
The notion of agencies being over- or underfunded, I argued, doesn’t hold up. If an agency wants to turn up the heat — to grow beyond the status quo — it must demonstrate measurable value.
Some agencies might suggest they are funded in the public transportation space. Some complain that they are funded too little. I have never heard a public transportation executive proclaim that they are funded too much. And if no public agencies are funded too much, then, by definition, none are funded too little. To steal from Goldilocks’ thinking, they are all funded just right.
From East Asia to Europe, more than 400 exhibitors and 70 sessions tackled global mobility challenges — highlighting AI, automation, and urban transit equity in the race toward a carbon-free future.
A closer look at ridership trends, demographic shifts, and the broader impacts of service reductions reveals why maintaining, and even improving, bus service levels should be a top priority in 2025.
