When will the current leaders realize that their primary role and
responsibility is to develop their people? In other words, developing
the future leaders of the company should be the one skill set that
carries the most weight with any performance evaluation. For a People
Development process to succeed, it must be totally supported by the
Board of Directors and Senior Leadership Team.
The key to any succession planning process or high potential development
tract is the fact that all involved have a complete understanding of
the design for the outcome. The goal should be a
stable of future leaders that can assume a more advanced role if needed
to do so tomorrow. With warmer weather around the corner a great example is Baseball Season starting; it is similar to creating all-star utility
infielders. Multi-positional players that have the talent to assume any
position when needed. That's the design of the final three positions
on any major league team.
Showing posts with label business strategy. Show all posts
Showing posts with label business strategy. Show all posts
Thursday, April 11, 2013
Tuesday, July 20, 2010
The Process for Employee Alignment and Achievement
Here are ten steps to take today and in the future to align your employees so they will positively effect your bottom line while achieving their goals.
1. Separate the strategic and tactical thinking processes
2. Define the business strategy in all areas of the business (Revenue, Operations, Personnel, and Financial)
3. Make everyone aware of the business strategy and plant the seed that will allow them to achieve those goals
4. Make sure clarity of the business strategy is established for all
5. Break the Strategic Business Plan down into goals by business unit, division and/or department (Eat the Elephant in small bites)
6. Develop a goal-orientation culture within the company
7. Formulate specific, time sensitive, prioritized goals that provide each employee with a clear sight to the strategy, department goals, and reflect upon their own roles and responsibilities.
8. Let the employee develop the metrics and reporting structure that will continue to provide clarity and measure achievement
9. Set process meetings to determine your success or failure with opportunity to recommend changes demonstrating their value in the process
10. Be satisfied that the overall business strategy must be changed to reflect the highly competitive and volatile marketplace.
1. Separate the strategic and tactical thinking processes
2. Define the business strategy in all areas of the business (Revenue, Operations, Personnel, and Financial)
3. Make everyone aware of the business strategy and plant the seed that will allow them to achieve those goals
4. Make sure clarity of the business strategy is established for all
5. Break the Strategic Business Plan down into goals by business unit, division and/or department (Eat the Elephant in small bites)
6. Develop a goal-orientation culture within the company
7. Formulate specific, time sensitive, prioritized goals that provide each employee with a clear sight to the strategy, department goals, and reflect upon their own roles and responsibilities.
8. Let the employee develop the metrics and reporting structure that will continue to provide clarity and measure achievement
9. Set process meetings to determine your success or failure with opportunity to recommend changes demonstrating their value in the process
10. Be satisfied that the overall business strategy must be changed to reflect the highly competitive and volatile marketplace.
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