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		<title>Setting meaningful performance targets</title>
		<link>https://design4services.com/2013/performance-management/targets/</link>
		
		<dc:creator><![CDATA[Tim Manning]]></dc:creator>
		<pubDate>Sun, 30 Jun 2013 09:43:53 +0000</pubDate>
				<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[capability-measurement]]></category>
		<category><![CDATA[performance targets]]></category>
		<category><![CDATA[performance-indicators]]></category>
		<category><![CDATA[performance-management]]></category>
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					<description><![CDATA[Governments and executive boards love their targets.  The logic is, set a target and everyone works to achieve the target.  If you don’t have a target, there is nothing for people to aim for, they are bound to under achieve; and anyhow, how can we improve, and demonstrate that improvement, without targets. It seems so obvious, [&#8230;]]]></description>
		
		
		
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