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Michael Oberteye Blog of Friday, 4 July 2025
Source: Oberteye Michael
The Ghana Cocoa Board (COCOBOD) has launched a new performance management strategy aimed at reviving and improving the cocoa industry through the implementation of the Balanced Scorecard approach.
The initiative was announced at the opening of a three-day management retreat in Kumasi, where leadership and senior staff gathered to discuss a shift from administrative-oriented systems to a performance-based culture.
In a welcome address, the Director of Human Resource, Mr. Francis Ocran, emphasised that the Balanced Scorecard begins with leadership ensuring alignment at all levels of the organisation. He described it as a departure from the traditional appraisal system, positioning it instead as a framework to embed performance into the daily culture of COCOBOD.
In his keynote address, Deputy Chief Executive in charge of Finance and Administration, Mr. Ato Boateng, stressed the urgency of the transition, indicating that the current state of COCOBOD requires collective effort to achieve meaningful change.
“By Friday when we will be leaving here, every staff member of COCOBOD must have a scorecard. This is not just a framework but a culture and a lifestyle,” he said. “We must measure what matters and put value on it. The journey towards recovery starts now,” he added.
Mr. Boateng outlined a three-phase implementation plan to support the new policy:
Balanced Scorecard: Establishing clear objectives in financial, customer, internal process, and learning and growth perspectives.
Six Sigma: Enhancing operational efficiency and reducing errors to achieve quality standards.
Systems Thinking: Encouraging cross-functional collaboration and accountability to eliminate departmental or divisional silos.
He encouraged the management staff, and by extension all staff, to reimagine activities that add value and eliminate those that do not, adding that promotions and career progressions would be strictly tied to measurable performance under the new system.
According to the Deputy Chief Executive, the approach aims to move COCOBOD from a focus on routine administrative processes to a dynamic, results-driven culture. He said management believes the Balanced Scorecard would serve as a key tool for aligning staff efforts with strategic goals and fostering a culture of continuous improvement across the organisation.
The retreat marks the official start of the implementation process, with the expectation that staff will begin adopting the Balanced Scorecard as soon as possible.
