The "tried-and-true" answer is to link executive compensation to organizational performance using performance pay. In theory, it's a simple answer. But in reality, it's more complex than you might think. We have to decide what measures of performance we are going to use and how we combine them. The right combination of chosen individual metrics, corporate financial performance metrics, behavioral and ethics measures, and corporate social responsibility metrics is critical to creating a performance pay package that reinforces organizational goals and truly aligns the interests of executives and shareholders.