Process optimization is an amazing . . . process. Companies, using various tools and systems, can bring a process close to perfection. The problem is, the process is only one half of the success equation and arguably, the lesser of the two.

The Optimal Results Formula© is the answer to this problem. This formula helps organizations to understand the value of the second of the half of the equation - the people. Here's how it works:

Optimal Results = Potential production x Strength of relationships

The goal for Optimal Results is always 100%. Since there are two factors in this formula (potential production and strength of relationships), then each factor would be scored from 1 - 10.

OR = Pp x Sr

So, let's say your processes are pretty well optimized. We'll give it a score of 8.

Your relationships could be better. Let's score that a 5.

So, using these numbers, the completed formula would look like this:

OR = Pp x Sr

40  = 8 x 5

Your Optimal Results than is 40, out of a possible 100. Not that great. But, everyone associated with your company may be happy with that. Employees get paid, shareholders make money, stakeholders in general are happy. But look how much \$ you are leaving on the table? If this was in dollars, and your score gave you \$40, you are then leaving \$60 on the table.

Discretionary Effort

Want to get more of that \$60 left on the table? Then improve discretionary effort. What is discretionary effort? It is the extra effort employees might provide for a company. It is above and beyond what each employee needs to do to meet the minimum requirements of the job. This is where we come in. The organizational development work helps to improve discretionary effort, thus giving you better Optimal Results.