"How come you didn't reach this goal? How can you explain it?".
Used this way, it only triggers the following judgment:
Congratulation or Blame.
Congratulation: "You have reached your goals? That's great! We will set the bar higher next time!"
Reprimand and making guilty: "You have failed again! Because of you the entire department is in the sights of the Management!"
"A Performance dashboard is an instrument of progress, to assist in improving performance in all its forms." (nodesway.com)
The major words in management were SCHEDULE - PLAN - CHECK and the statement of fact perfectly came within this pattern. Unfortunately, although the context has changed a great deal, using dashboard as a tool to make a statement of fact is still going on. Indeed most dashboards in use nowadays are limited to comparison making between what has been scheduled and what has been done. They don't allow to react when it is still time to correct.
In our world of uncertainty and continuous change, it is not possible anymore to rely on this old fashioned principle. This conception needs to be