Alliance for Nonprofit Management has a quick frequently asked questions on strategic planning. So what is strategic planning? Strategic planning is a mana
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Here's what you need to know to learn how to make strategic planning implementation work and to get a greater return than other firms.
Examples of strategic planning skills for for resumes, cover letters, interviews, and employment.
Need basic information about Human Resources’ strategic planning? Here’s how to accomplish HR strategic planning that will add value for your business.
Done well, a strategic plan provides a useful focus that energizes and moves the organization toward its mission goals.
Learn strategic planning pitfalls to avoid. These are the key challenges that you will encounter as you attempt to implement a strategic plan. Be prepared.
If you’ve ever been part of a team building a learning initiative, you know that sooner or later, strategic planning is crucial. Keep reading to view the strategic planning process from two perspectives – the consultant’s and the stakeholder’s – plus four elements that can help you successfully implement your plan….
Help forecast challenges and provide solutions by getting involved early in decisions related to the scope of design projects.
In this installment of the Growing Talent Management Firms blog series, Steve Cohen details the purpose, process, and payoff of strategic planning and scenario planning.
Linking talent development to organizational vision and stakeholder value.
Use the completed job aid to identify specific strategies to incorporate into the final strategic plan. [PDF Download]
Your organization has a strategic agenda and a compelling vision of the future, right? But do you know what it is? Do you fully grasp its meaning and translate that into your day-to-day work? While most companies have carefully crafted strategic vision statements and a strategic plan to translate this vision into results, in reality there is often a large knowledge/behavior gap between what the organization says its strategic vision and agenda are, and what people actually know, understand, and do.This Infoline offers you a simple, straightforward look at strategic planning and strategic thinking and helps you develop practical approaches to bring the disciplines of both into your everyday work.
Strategic Planning Training is an all-in-one, how-to guide for developing strategic planning, thinking, and decision-making competencies of CEOs, managers, supervisors, and frontline employees.
Create a dynamic strategic plan, central to your organizations ability to make critical business decisions, with this step-by-step walk through the strategic planning process. 10 Steps to Successful Strategic Planning offers a simple 10 step process to assessing your priorities, organizing your goals, and getting your organization on the path to planned success. Loaded with worksheets, exercises, tips, tools, checklists, and other easy-to-use and interactive learning aids, this title guides you through the entire strategic planning process.Part of the ASTD 10 Steps series .
Learn how to use this tool for choosing between different strategies.
There are many reasons why firms do not engage in strategic management or do poor planning. This article discusses some of the common reasons for such a scenario and highlights the important reasons along with stressing the importance of strategic management.
Strategic Planning and Execution from University of Virginia. Avoid the pitfalls of strategy planning and execution with the tools and skills from this course. You’ll learn the pillars of strategy execution–analysis, formulation, and …
In organizations where employees understand the mission and goals, the business experiences a 29% greater return. Here's how to develop a strategic plan.
The Public Manager and the American Society for Public Administration hosted their first annual conference on government transformation in Baltimore, Maryland, July 2829, 2008. The conference theme was Transforming Bureaucratic Cultures: Challeng…
Account planning is an essential part of a high-performing sales organization. It brings together critical information about your customer, your competitors, and your strategy to win business. The account plan forces the team to acknowledge the larger revenue and product goals and agree on a set of actions to move your team toward those goals. The act of incorporating a new activity into an already saturated schedule is tough. The route to making this planning into a long-term habit is crowded…
This article discusses the staffing and hiring role of the HR manager during the tech boom of the early years of the last decade and contrasts it with the same during the current bust phase. The key theme in this article is that HR managers must resort to strategic workforce planning as a means of managing talent shortage as well as smoothening the downsizing imperative.
Strategic market planning is a documented process of how a business can best compete in the market. Learn about the process, components, and benefits.
From business continuity to strategic planning, these small business resources will help you get to where you want to go.
Strategic asset allocation is a standard planning approach used to put together a portfolio of investments. Here's how it works.
Good managers need to organize, strategize and plan effectively. Use these resources to improve your strategic planning, business organization and reorganization, competitive intelligence, benchmarking and other related skills.
A frequent problem in strategic measurement and planning concerns and the lack of prioritization. Actual resource allocation often does not match the strategies and measures represented in these plans.
A review of Lean but Agile: Rethink Workforce Planning and Gain a True Competitive Edge By William J. Rothwell, James Graber, and Neil McCormick
We are all faced with a hobbling paradox. Most agree that employees make or break an enterprise, but the HR team often seems to be constantly catching up. Business leaders complain that they have to “break in” new HR people, and that individuals with HR degrees in college are not overly useful. Finally, when business leaders do praise HR, it is an individual person who gets praised, not the department. Obviously, this impacts Training and Development efforts directly. Any real effort to develop Big Skills requires a trust on the sponsor’s part and a competency on the deliverer’s part that too often are just not there. And any T+D efforts not around Big Skills is just treading water for the training group. As I work with global organizations, I have recently been aware of a staggering truth. Most HR groups have no succession planning for themselves. This is true even when HR works hard to create succession planning for every other part of the enterprise. If this is true, it both provides an explanation and a surprisingly easy remedy for the Hobbled HR group. And best of all, HR is already good at it: they know the tools of identification, rotational assignments, fast tracking, retention for strategic talent, partnering with business groups on critical projects, and global exposure. We have all heard the jokes about the lawyer who died without leaving a will, or the shoemaker’s children going barefoot. So maybe it is time for the doctor to heal thyself.
Strategic Workplace Learning in the Public Sector A little less than two years ago on this blog, I entered a curmudgeonly post on “The Non-Strategic State of Workplace Learning” (See Agile Bureaucracy, June 16, 2008 – http://community.thepublicmanager.org/cs/blogs/agile_bureaucracy/archive/2008/06/16/the-non-strategic-state-of-workplace.aspx ). My snarky premise was that even though since the mid-90s government at all levels had begun requiring strategic goals, measurable outcomes and periodic reporting on results, “this shift (hadn’t) yet made a noticeable dent” in aligning training and development investments with agency mission or management priorities. For example, I noted, “In a post-silo organizational culture, Chief Human Capital Officers (CHCOs) would be fully involved in the organization’s strategic planning and management systems (and such T&D) activities would be (integrated) to meet priority challenges.” Designing Strategic Leaning Efforts I also speculated that indicators of this integration might appropriately include the training community’s involvement in designing learning efforts to: foster an organization-wide performance culture improve oversight and accountability behavior recruit, engage and retain young professionals – among other priority HR challenges help IT professionals and non-technologists alike keep pace with expanding E-expectations help managers transcend boundaries of federal, state and local governments and foster collaboration among public, private, and nonprofit sectors assure that transparency becomes an organization-wide value help agency managers plan to share responsibility for achieving results – with other governmental levels, internationally and the private sector prepare managers for and respond more collaboratively to catastrophic disasters Again, the unflattering picture I painted two years ago didn’t include much evidence that the T&D community even had a seat at the table on these matters. To be sure, some of the feedback (and blowback) I received suggested that I had painted too bleak a picture. (After all, even the Dutch Masters included a few swatches of thick, white oil paint on their invariably dark canvases.) Nevertheless, few colleagues – trainers, HR leaders, and other public management professionals – could point to instances where training figured as an integral part of strategic public sector initiatives. Strategic Workplace Learning Observed Well, in searching for such illuminating examples, I’m beginning to see some light. In fact, the theme of the summer 2010 issue of The Public Manager is strategic workplace learning – with likely articles featuring case illustrations from such government organizations as: the US Departments of Defense, Energy, Homeland Security, Housing and Urban Development, Interior, Transportation, and Veterans Affairs; and New York State, among others. Moreover, many of these public sector workplace learning innovations will be presented in interactive or workshop-style sessions at the American Society for Training and Development’s (ASTD’s) 2010 International Conference & Exposition to be held in Chicago, Illinois, May 16-19 ( http://www.astdconference.org/ ). Here are brief highlights from just two of these training efforts – both involving the US Defense Intelligence Agency (DIA): Enabling Success in Afghanistan: Building Cultural Expertise at the US Department of Defense As the United States geared up to send thousands of troops into Afghanistan, the Defense Intelligence Agency (DIA) faced the challenge of preparing hundreds of intelligence analysts to enter the country knowing something of the history, culture, politics, and governance of the region. The Afghanistan-Pakistan Regional Expertise Training Program was developed to deliver cultural expertise training to intelligence professionals and operations personnel across the Intelligence Community and US Department of Defense. This case study considers how the DIA responded to a time-critical, far-reaching problem that crossed agency and coalition lines. It examines how to meet the need for an immediate solution while addressing questions of funding, format, location, and ideal content – in effect, how to create and evaluate a sustainable model for preparing employees to operate in a range of countries and cultures. Creating a Collaborative Culture at the Defense Intelligence Agency After the terrorist attacks of September 2001, the members of the Intelligence Community (IC) needed to transform from a stove-piped culture, where employees viewed knowledge as power, to a collaborative culture, where employees saw knowledge sharing as their personal responsibility. Creating such a culture begins with an effective onboarding program. In 2004, the Defense Intelligence Agency (DIA) leadership directed the development of an orientation and acculturation program to bring together all junior-level, professional-grade employees, regardless of job responsibilities. The 5-week program develops an understanding of how all elements of the DIA work together to support US National Security objectives and Department of Defense operations, and to collaborate with other Intelligence Community (IC) members. This program is innovative among IC onboarding courses by its attendance policy, the length of the course, the curriculum, and the instructional methodology. DIA recognized that new employees could be effective change agents and designed its onboarding program to help establish a knowledge sharing culture. The recitation examines training techniques DIA has used to foster a culture of collaboration across organizational lines, explores the challenges within organizations that inhibit collaboration, and identifies the role of senior leadership in transforming the culture and the onboarding process. Share Your Observations In subsequent posts, I’ll be sharing more examples of how government organizations are aligning training efforts with strategic agency goals. If you know of other examples of how public sector organizations have begun to align workplace learning efforts with priority mission and management challenges, please let me hear from you. Better still, encourage trainers and managers in these organizations to comment on this blog directly and weigh in with their own best practice T&D stories. I’ll make sure to share these examples with a larger audience.
This webcast series is intended for those who want to establish, revitalize, or review their succession planning and management program.
This five-step strategy serves as a vehicle to promote shared responsibility with key clients and obtain their commitment up front to engage in action planning for positive change.
Use this worksheet to visualize how to allocate resources throughout the strategic planning process. [PDF Download]
This job aid outlines all seven steps of the strategic planning process. [PDF Download]
Without well-thought out succession plans, organizations face the real possibility of severe productivity losses and competitive disadvantage in the marketplace. This issue presents a four-phase succession planning program to create a fully prepared frontline and management staff that can take over leadership positions. The plan enables your organization to determine priorities; anticipate gaps; establish development, recruitment, and retention strategies; and stay on track with their strategic plans.
Discover a strategic planning method called scenario planning that is used to plan for the future of an organization while embracing uncertainty. A case study of the Royal Dutch/Shell Group illustrates the scenario planning method. And a checklist of trigger questions helps you identify organizational assumptions in the scenario planning process. Author: Joe Willmore
Product SKU: 259809 ISBN: 978-1-56286-171-1
Pages: 16 pages Publisher: ASTD Press
An explanation of the trainers role in implementing strategic succession planning tactics to ensure the future prosperity of your organization. Succession Planning Basics will equip you with the background and implementation tools to devise and execute a forward-thinking succession planning program. It will guide you through creating a workforce profile and conducting analysis, building individual job profiles, and implementing an employee development strategy.
Sales growth starts with planning. Sales accounts are harder than ever to win, let alone keep. Globalization, cloud computing, and crowdsourcing create a marketplace where any account can be lured away by a hungry startup. And the face-time advantage? Forget it. Today’s high-quality sale will likely involve six or more decision makers.That’s why it’s time to get strategic about how sales teams frame their approach. In Essential Account Planning: 5 Keys for Helping Your Sales Team Drive Revenue, sales enablement expert Mark Donnolo blends his years of experience with expert interviews and stories to show you how planning can reliably drive revenue. His five-point framework will prepare you to address the arguments you’re certain to hear against account planning, such as lack of commitment, ownership, and time.Each sales organization is unique, but most have similar challenges and succeed using common principles. And chances are, sales reps in your company already perform many of these account planning tasks, albeit on the fly or independent of others. This book’s ready-to-use tools and templates will help you get everyone on the same page to deliver immediate results.In this book, you’ll learn how to: Many salespeople believe that more selling creates more sales, but the salespeople who invest in account planning become the true sales leaders. Use Essential Account Planning to bring stability to your sales organization and start seeing the rewards of planning today!
Use these strategic planning exercises to help your team anticipate and evaluate trends, and align their efforts with the organization’s goals.
Financial planning and forecasting are integral part of strategic finance. The article discusses in detail about – strategic finance, strategic planning and capital management.
This articles provides a coverage on Job Analysis, the key steps involved in Job Analysis process, explains the concept of Human Resource Planning and the entire process of Human Resource Planning. It further describes how Job Analysis can serve with vital inputs for Talent Management and its strategic importance.
Strategic planning if done poorly results in more harm than good and this is the reason why the pitfalls of strategic planning and strategic management must be avoided. This article discusses some of the common pitfalls of strategic management and suggests some approaches to actualize strategies that make the firms market leaders.
There are many benefits of strategic management and they include tangible financial results and intangible cultural and behavioral aspects. This article discusses some of these benefits and cautions against the lack of strategic planning as that would lead to failure over the longer term.
Leadership inspiration from the famously successful founder of Costco, James Sinegal. Get quotable quotations about long-term success that comes from strategic planning from a retail leader who knows!
A review of Systems Thinking for Social Change by David Peter Stroh. The book serves as an actionable guide on how to incorporate systems thinking in problem solving, decision making, and strategic planning.
Arapahoe County in Colorado has built a strategic planning process that gets results by broadening stakeholder involvement.
Managing human capital in the federal workforce is a challenge that has plagued presidential administrations and Congress for the past three decades. Significant issues such as homeland security threats, fiscal imbalances, generational differences, and disruptive technologies have caused senior leaders to rethink the traditional management approaches in use since the industrial age. In addition to these human capital issues, reports by the Partnership for Public Service indicate that nearly half the federal workforce is eligible for retirement in 2016. Experts have described these impending retirements as “the perfect storm,” a “workforce tsunami,” and a “brain drain” to name a few. Benjamin Franklin said it best when he stated, “by failing to prepare, you are preparing to fail.” By tapping into knowledge management and understanding the distinctions among generation cohorts, managers can connect the dots between succession planning, human capital management, strategic planning, and fiscal responsibility.
Per Mindy B’s request, here’s my version of our future. I can elaborate a little now. As to a longer focus on workflow learning, we have several members of the LCB Blog Squad who are very involved in such efforts. I’ll encourage them to post some of their thoughts. Jay Cross and Tony O’Driscoll laid out a more detailed vision of workflow learning in the February Training. From a very high overview, I think we’ll see changes in what learning interventions are and changes in what the Learning and Development function does. Supervisors at all levels will be held responsible for the development of their employees. My growth strategy (versus developmental plan) will be focused on building my strengths and will be a matter of public knowledge so my colleagues will be able to help me meet my personal goals while we work together. Employees will be given opportunities to learn whenever, however they need. Let’s say I’m a marketing director with budget responsibility for my department. A week from today there’s a meeting to launch the budgeting process for next year’s budget. When I logged onto my work portal this morning my tablet PC reminded me of the meeting with to do’s from my supervisor’s memo. It also has organized last year’s budget, my budgeting notes, a guide from finance on corporate budget strategy for this year – with my bosses reactions and directions included. My system also gives a list of requested initiatives from my notes for meetings with my business partners, industry benchmarking numbers for similar initiatives and a reminder that I never took the training for the forecasting component of our new financial software – with a link to the online training. Outlook has even identified that my staff can meet with me at 3PM on Monday and is holding the time on everyone’s calendars waiting for my approval. Finally, I have my comments regarding budget processes for each of my direct reports culled from our reviews over the past year, L&D’s suggestions for materials to share with each, and coaching tips for me. To guide the development of interventions that anticipate employee needs, we learning professionals will have to become proficient in systems thinking, business processes, change management and strategic planning. We’ll get so close to our business partner that we’ll become one of them. Needs analysis will truly be about what is needed and what the best solution(s) is – not the best training solution. Assessment will become focused on helping employees develop self-awareness of what they need to know to execute on their business objectives and pave the way for where they want their careers headed. You asked who the vendors will be. Some will be the vendors you know today – SumTotal, GeoLearning, SAS, Oracle, etc. But don’t be surprised if you’re learning business process tools from Hyperion or Verity, synchronous meeting tools from Interwise or Skype, team/community enablement tools from UberGroups or Google and data mining and content management tools from Documentum or Fatwire. So what do you think Mindy? Are you prepared for the change?
Background The New York State Office of the State Comptroller (NYSOSC) in Albany maintains a broad scope of responsibility unmatched by similar offices in the United States. As the state’s chief fiscal and accounting officer, the Comptroller is a separately elected state-wide official whose primary duties include managing and investing the State’s cash assets, auditing government operations, paying all NYS employees, reviewing State contracts, overseeing the fiscal affairs of local governments including New York City, and operating two of the state’s retirement systems. As an agency charged with monitoring the effective financial operation of numerous other agencies and entities, the NYSOSC understands the need to carefully maintain its own project management (PM) and business analysis (BA) capabilities. Therefore, the Office engages in regular self-assessment and performance improvement in these areas. The ChallengeNYSOSC has built a reputation for continually advancing project management best practices through its PM Center of Excellence (CoE). However, realizing that enhanced business analysis practices can also increase project success and user support, as well as heighten customer satisfaction, the agency has sought, since 2006, to improve its business analysis practices by instituting a Business Analysis Center of Excellence (BACoE). NYSOSC performance improvement programs had primarily benefited PM teams prior, and support had not been available for the advancement of BA teams. By promoting BA competencies, knowledge management, enterprise analysis skills and practices similarly to the PM program, NYSOSC sought to achieve comparable, positive results. Strategic PlanningThe agency’s cross-division Business Analysis Work Group completed a strategic report in 2006 presenting the benefits of advancing NYSOSC’s use of business analysis and making next-step recommendations, including the launch of a BACoE. In 2007, the second phase of the project was launched to begin to develop and support business analysis as an organizational resource. Kevin Belden, Deputy Comptroller and CIO, and Kirk Schanzenbach, Director of the Program Management Office (PgMO), were executive sponsors; and Barbara Ash, Assistant Director for BA in the PgMO, was the project manager. The project team consisted of numerous representatives from BA units across the agency. To provide counsel on industry best practices, and to resolve issues that were impeding progress, the project team enlisted the help of ESI International. “Having worked with ESI in the past to build our project management and business skills capabilities,” said Schanzenbach, “we were confident that they were the best partner in achieving our BA goals.” ESI began by working with NYSOSC leadership and the project team to outline unifying objectives for BA and PM skills areas, including the need to: The Solution In cooperation with ESI, NYSOSC determined the key strategies to ensure a successful program. Foremost among these were: To support the program launch, ESI designed and delivered a two-day, project kick-off workshop that centered on the program’s four-part learning framework and targeted development of knowledge, skills, ability and attitude. Day one introduced the program to senior management and focused on developing best practices in alignment with BACoE operating standards. Executive activities included competitive, interactive group exercises that helped to define and prioritize goals around developing the BACoE. Day two introduced the program to front line business analysts and ensured a common understanding of BA concepts and executive directives. Following the kick-off, the team worked in subcommittees on project deliverables, received best practice advice, and exercised skills and competencies through coaching exercises. Special attention was also given to evaluating and treating such problematic areas as standards and methodologies topics for the BA group. “This intensive learning experience was very well received as a serious enhancement to the traditional instructor-led effort.” said Ash. “Participants also felt that it accelerated the program launch significantly compared to previous programs.” Toward Change In the early months of the program, ESI participated in regular group meetings and calls in order to provide coaching and to reinforce goals and specific training targets. While ESI continues to deliver essential counsel, the NYSOSC has quickly achieved the competency to offer coaching and mentoring using internal resources. Other significant program accomplishments and benefits to date include: Championed by executive sponsors Belden and Schanzenbach and project manager Ash, the internal team continues to recommend and oversee BA learning programs and progress, as well as support the advancement of BA maturity.
The ASTD Handbook of Measuring and Evaluating Training, edited by Patti Phillips, has just released. This book serves as a comprehensive go-to reference and a roadmap to developing effective processes. Each chapter is written by an expert in the field, chosen for their experience and actual results in specific areas. From evaluation planning and data collection, to data analysis and measurement, you’ll gain insights and practical advice from individuals who have applied their tools and methods in organizations worldwide. At the end of the book, a special section called “Voices” hosted by Rebecca Ray features summarized interviews with eight world-renowned gurus. These complete interviews are available as podcasts online! Our next highlighted legend is Roger Kaufman, PhD, professor emeritus of Educational Psychology Learning Systems at Florida State University and a recipient of the Professional Excellence Award. He is also a distinguished research professor at the Institute of Technology in Mexico. A Certified Performance Technologist, he spent years in human resources, training, and engineering positions and served two terms for the U.S. Secretary of the Navy’s Advisory Board on Education and Training. He is past president and member for life of the International Society for Performance Improvement and was the recipient of the society’s Thomas S. Gilbert Professional Achievement Award. Recognized by ASTD for distinguished contribution to workplace learning and development, he is the creator of the Organizational Elements Model and consults worldwide. He has written more than 265 articles and 39 books on strategic planning, management, performance improvement, needs assessment, and evaluation.
The ASTD Handbook of Measuring and Evaluating Training, edited by Patti Phillips, has just released. This book serves as a comprehensive go-to reference and a roadmap to developing effective processes. Each chapter is written by an expert in the field, chosen for their experience and actual results in specific areas. From evaluation planning and data collection, to data analysis and measurement, you’ll gain insights and practical advice from individuals who have applied their tools and methods in organizations worldwide. At the end of the book, a special section called “Voices” hosted by Rebecca Ray features summarized interviews with eight world-renowned gurus. These complete interviews are available as podcasts online! Our next legend to highlight is Mary L. Broad, PhD, a certified performance technologist who has served on the ASTD Board of Directors. She is the author and editor of several books, including Transfer of Training: Action-Packed Strategies to Ensure High Payoff from Training Investments (1992, with John W. Newstrom); Beyond Transfer of Training: Engaging Systems to Improve Performance (2005); and In Action: Transferring Learning to the Workplace (1997). As leader of her company, Performance Excellence, she helps organizations improve human performance systems through strategic planning, performance technology, and the transfer of learning for high-priority performance improvement intervention. She is an experienced future-search facilitator for public and private sector clients.
Executing Plans is a World Class Selling Core Competency and is an essential part of strategic planning. It allows you to focus on your priorities, assign responsibility, address current needs, communicate effectively, measure your progress and provides an opportunity to celebrate your success and make adjustments for future success. Follow these principle guidelines when executing sales action plans. Vision Vision should be a compelling, visual statement that is concise and empowering to your business goals. It should be read everyday and used as a constant reference point before making any decisions. Measurable Results Understand the two or three results that define true purpose of your business. They will be related to your vision, and will include profitability, performance, evaluation and customer value propositions. Key results Clear outcomes or differences in your business. Three to five of the key business processes that drive success. Focus will be on: marketing, selling, delivering, developing and managing. Be laser focused on what matters most and top priorities to achieve. Key Performance Indicators One or Two Measures and Evaluations showing quantitative business values that track targeted results. Improvement actions Projects, initiatives, investments and opportunities that help make the changes in your business. Celebrate your Success – Celebrate every step in your plan everyday. According to the book “World Class Selling – New Sales Competencies”, Executing Plans has several key actions: Definition: Organizes tasks and resources in a manner that coordinates resources effectively, maximizes productivity, and communicates expectations and results to stakeholders. Key Actions:
Thanks for your comment to last week’s post, Jenn. I appreciate your vote of confidence. We ended last week with a couple of questions: Who would you select to author a leadership handbook? What topics would you select for a leadership handbook? How would you ensure that a leadership handbook was useful? Which Comes First the Authors or the Topics? Let’s address the first two questions: who and what? How do you start a project of this magnitude? Do you select the authors first? Or the topics first? This is one of those chicken or the egg questions. My process is not an “or” but an “and.” That is, I implement an entangled process that considers both at the same time and weaves back and forth, and constantly remaining open to other forces. For example when contemplating the topic of leadership several influential and respected names immediately come to mind: Kouzes and Posner, Jack Zenger, Bill Byham, Ken Blanchard, Bill George, Frances Hesselbein, and others. In addition, several topics immediately come to mind: building a team, strategic planning, ethics, leading change, getting results, leadership development, coaching, authenticity, globally savvy, and women in leadership. When comparing the two lists, you can see there are some immediate matches: Bill Byham and leadership development; Ken Blanchard and ethics; Bill George and authenticity. But who can address the other topics? There is only one person who can be considered for leading change: John Kotter; likewise for getting results: Dave Ulrich and Norm Smallwood; and coaching: Marshall Goldsmith. Now we still have other leadership experts without a topic. Why not let Kouzes and Posner write about what they know best: the practices of exemplary leaders. The same is true for Jack Zenger: the engaging and inspiring leader; and Frances Hesselbein: leading the workforce of the future. Rounding Out the Table of Contents The table of contents is beginning to build. But what about the other topics that we deemed essential? Find the best and most experienced author you can. For example, Len Goodstein has been writing about strategic planning for 30 years or more, and didn’t Patrick Lencioni write a couple of great books about leadership and teams? Remember the Center for Creative Leadership (CCL) has been doing marvelous work about women in leadership for dozens of years. In fact, should ASTD even publish this book without partnering with CCL. After all, look at the “L” word in the name! Nine CCL authors will write six chapters. Well, you get the picture. This is how the Table of Contents for The ASTD Leadership Handbook was born. The end result is 32 chapters by 42 extraordinary authors. The chapters are starting to arrive: six are early, two authors have asked for extensions (that’s okay because I can’t read them all on the due date anyway), and several others have assured me that their chapters will arrive on time. To say that this is exhilarating is an understatement! Next Up: Make it Useful Next week I’ll address what we are doing to make The Handbook useful and practical for you the readers. Post your thoughts and I will work them into my comments.
Fostering an employee culture that is flexible and adaptable, alert to new circumstances, able to shift gears, skilled in team building, and capable of cross-disciplinary communication is challenging for any organization. The U.S. Geological Survey (USGS) established a national leadership program as a critical feature of its strategic planning process.
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20’s is the quarter life crisis time, a time full of defining moments, lack of clarity in career growth. Strategic career planning is a must in our 20’s.
You have a great idea for a business. Now how do you get started? From finding the right strategic alliances, to business planning, and fundraising.
Managing talent, improving leadership development, and planning for a strategic workforce are the most pressing HR concerns worldwide.
The recession and the state of business these days has left many organizations in transition, but what exactly are CEOs, especially successful ones, planning strategically in future terms? While 60 percent of leaders are currently experiencing a high to very high level of complexity within the economic environmen…
(From AMEinfo.com) — Translating the UAE’s leadership vision of establishing the country to be the centre of leadership excellence in the region, Du, Dubai Holding, DUBAL and First Gulf Bank have formed a UAE-based consortium of principal companies in the country, and launched an Executive Leadership Programme in collaboration with INSEAD, one of the world’s largest and leading graduate business schools. The INSEAD Executive Leadership Programme (ELP) was conceived and designed to bring a higher level of training to executives at the Vice President and above levels in the UAE. “INSEAD’s Executive Education Programmes create an environment where individual, group and organisation-wide learning is achieved simultaneously. We are honoured to partner with the consortium made up of leading UAE companies, in order to bring comprehensive leadership training to future leaders,” said Dipak C. Jain, Dean of INSEAD. With an aim to expound upon the skill set already demonstrated by those in senior executive managerial levels, the ELP, which will be delivered by INSEAD, will hone the attributes necessary to becoming a company leader, focusing on Strategy and Planning; Customer Centricity; Financial Management; Strategic Human Resources and Supply Chain Management. In addition, the course develops team building leadership and incorporates personalised executive coaching, with participants taking part in live case studies and CEO panels.
In educational simulations in the future, end-learners will be working with other, computer-controlled people (‘bots). And part of the success will be in doing that well. But how to work with ‘bots is non obvious. When real humans are involved, you can just talk to them, either via typing or voice. This is OK, but has some of the problems of a role play, the biggest being that you can’t practice over and over again. After one or two plays, the group gets into ruts. Completely open-ended interfaces also spiral out of control, most likely abdicating the intructional opportunity and responsibility of a sim to another layer of pedagogy. Branching stories, an educational simulation genre, has their place, which enables exploration but prohibit practicing by being fixed, rather than dynamic. So it is useful to look at some of the ways that computer games deal with the issue of directing bots in a dynamic environment. In those First Person Shooters, a player literally just points to a place and click on the “go there” button. The bot will defend or attack from that spot until dead. The only other option a player might have is “follow me,” to alter either the previous “stay in that spot” command or the AI default behavior of shooting bad guys. (Here is an example from Half-Life 2). Some squab-based shooters, like this example from Star Wars: Republic Commando, are similar, but you can ask your squad to do more complex moves. Same with Full Spectrum Warrior. The Star Trek game Bridge Commander presents the player with dozens of possible commands to give his or her crew at any time, organized by the different crew members. The commands can be highly specific, or they can be high level enough to let the AI do at least some planning on their own. In Sid Meier’s turn-based strategy game Alpha Centauri, the player can ask the AI to take control over many different functions, including base management. But the player can also tell the AI of any given unit or base on what to prioritize: exploring, discovering, building, or conquering. A player might prioritize “building” on bases near the center of their empire, and “conquering” on the bases near hostile empires. In all of these models, however, the player has absolute control over their ‘bots. Because that is seldom the case, even with direct reports (except in parts of the military), I find the interfaces that deal with more realistic and complex inter-personals to be more useful and even predictive. Sid Meier’s turn based Civilization IV requires that you negotiate with other leaders. You might make a transaction trade, where you have to figure out what is a good trade, but you also have to manage a long term relationship based on past favors and even aligned goals, such as religion and domestic agenda. Virtual Leader, in dynamic real-time, focuses on both interpersonal and idea based “moves” to shape a conceptual map of possibilities and commitments. Finally, in “The Sims,” in both building relationships and now sales, players indirectly control bots by buying and placing objects to meet their needs, and creating opportunities to build common bonds. Ultimately, the opportunity of the interface is to shape how an end-learner looks at his or her strategic options in a situation. This is more true, and in some cases, more controversial, when dealing with characters rather than learning how to drive a car. As with the previously mentioned ownership and rules, directing bots will become increasingly explored and then standardized as educational simulation genres are developed and refined.
Your critical sales dashboard for aligning measurement and effectiveness… Sales operations is an over overlooked area of the professional selling system. Sales operations team members are responsible for a helping sales team members attain success by designing processes, tools, and controls to support the sales process. An effective sales operation function supports sales management decision-marking by helping to monitor current business processes and sales productivity tools for adequacy. Sales operations staff also develop and drive strategic infrastructure planning efforts by collaborating with business planners, functional leaders, and sales management team members. Sales operations employees are also responsible for driving or supporting infrastructure change and alignment. Therefore, collaboration with sales and operational management is very important in order to develop change management strategies and programs. Think about it: When does the sales process begin? When does it end? Sales operations helps you align sales effort to performance and determine exactly what it takes to improve selling efforts.
The ASTD Handbook of Measuring and Evaluating Training, edited by Patti Phillips, has just released. This book serves as a comprehensive go-to reference and a roadmap to developing effective processes. Each chapter is written by an expert in the field, chosen for their experience and actual results in specific areas. From evaluation planning and data collection, to data analysis and measurement, you’ll gain insights and practical advice from individuals who have applied their tools and methods in organizations worldwide. At the end of the book, a special section called “Voices” hosted by Rebecca Ray features summarized interviews with eight world-renowned gurus. These complete interviews are available as podcasts online! Our next expert podcast is from Jac Fitz-enz, PhD, a pioneer in human capital strategic analysis and measurement. After holding senior corporate human resource positions, he founded the Saratoga Institute and developed the first international human resource benchmarking service. He later launched the Human Capital Source and the Workforce Intelligence Institute to take human capital valuation to the next level. Named by the Society for Human Resource Management as one of the 50 most influential people in human capital management, two of his books were selected by SHRM for the “Book of the Year” Award: Human Value Management: The Value-Adding Human Resource Management Strategy for the 1990s (1990) and The ROI of Human Capital: Measuring the Economic Value of Employee Performance (2009). He was honored in ASTD’s “Legends” series at the International Conference in 2005.
Analyzing Organizational Capacity Analyzing Capacity within a business organization can be one of the most challenging of the sales training foundational competencies. The reason is because a positive cash flow from sales revenue generated by a high performance sales force ensures that the company can afford to risk making strategic market decisions. It needs to be able to service and deliver quality products that can be sold to grow the business. What is the function of Business Capacity? Business capacity involves analyzing, monitoring, measuring, evaluating, managing, and planning all functions of the company for financial, statistical, and behavioral data. This process allows business leaders to clearly identify how to grow and sustain the health of the organization. This includes: technological, operational and human performance. You can perform activities that align and maximize capacity measurements and improvements within any part of the organization. According to the ASTD World Class Selling, the definition of “Analyzing Organizational Capacity is to: “Assess and weigh competing requirements against available resources to minimize risk, ensure quality deliverables, and balance capabilities with capacity.” Key actions would include: 1. Assessing resources accurately 2. Balancing risk with goal achievement when determining next steps Should I integrate the capacity of my SALES or TRAINING department? Absolutely! It is extremely valuable for you to understand the financial, operational and human requirements and costs to run your training department. As a Sales or Talent Management Sales Trainer, you are responsible for the knowledge management of the sales team and its’ performance outcomes. The health of your own training department is vulnerable to business capacity shifts and changes. The better you understand how analyzing capacity works the better your departmental efforts will be measured for your own success as a Trainer! How does this relate to Sales Training? Your sales team’s performance in any given month will reflect the increases or decreases in the “capacity” to which the organization can utilize internal or external resources. In this case, we are talking about the companies’ ability to access financial resources that come from new and existing sales revenue. Sales revenue is the anchor of life for all business, The company will suffer in capacity when a sales organization is not strong. The business must be able to “afford” to adapt constant change and if it cannot do that without strong sales leadership, revenue increase and consistent sales productivity. If the organization be able to adapt to capacity changes or sustainability is threatened.
(From PRWEB) — PreVisor, the global leader in employment assessments and talent measurement solutions that connect employment decisions to business results, released its 2nd annual Global Assessment Trends report summarizing findings from over 230 companies headquartered throughout the world. Co-sponsored by ADP, this year’s report aims to provide HR and business audiences with an up-to-date perspective on practices and trends related to talent measurement programs used for hiring, career development and succession planning. Highlights of the 2010 Global Assessment Trends Report (GATR) include key HR trends related to assessment, an overview of talent measurement practices around the world, and changes observed in comparison to the 2009 report results. “The report findings confirm what we’ve witnessed in the past twelve months: that many of our clients, while recognized as leading HR practitioners, continue to feel pressure from the economic downturn”, observed Noel Sitzmann, PreVisor CEO. “However, the data also indicates that many organizations have made the necessary adjustments to move forward with effective talent measurement and management programs that will contribute to business growth going forward. These are exactly the kinds of strategic initiatives we work hard to support.” Among the key findings from the report: 1) The emergence of performance management and career development In the top talent priorities for 2010; 2) The economic recovery impact showed most companies (68%) indicated concern about employee retention; 3) A focus on Quality of Hire, as 70% of respondents feel pressure to demonstrate ROI for the use of assessments in the staffing process; 4) Social Media for hiring received mixed results. While almost 70% of organizations plan to use various social media sites in their recruiting efforts, 50% remain unsure if the efforts are effective. Only 24% of companies agree that social media websites have a large impact on talent management. 5) Applicant reaction was considered critical, but was not always tracked. Eighty-four percent of companies agreed that applicant reaction to the hiring process is important; however, only 41% obtain feedback from candidates. And 6) Formalized Post-Hire talent programs could improve. Only half of respondents use assessment tools with their current workforce. Less than 30% have established formal career development for employees. Read the full release.
Employers Cite Talent and Performance Management Technology as Most Critical HR Service Delivery Issue in 2011
(From Business Wire) — With expectations that hiring activity will increase this year and next, HR departments at a large number of U.S. employers say that talent and performance management technology systems will be one of the most critical HR service delivery issues they will face in 2011, according to an annual survey conducted by Towers Watson, a global professional services company. The 14th annual survey on HR service delivery trends and practices also found that companies are planning to increase their spending on HR technology this year as they look for new ways to improve their efficiency and effectiveness. According to the Towers Watson survey, 41% of the 444 companies surveyed indicated talent/performance systems as one of their top three HR service delivery issues for 2011. Streamlining HR processes and systems was listed by 27% of the respondents, while 25% cited greater involvement in strategic business-driven issues as the other top three HR service delivery issues for this year. “As the economy continues to improve, the need for robust talent and performance management programs and enabling technologies has never been greater,” said Tom Keebler, global leader of Towers Watson’s HR Service Delivery and Technology practices. “Companies view talent and performance management technologies as a critical component of their workforce attraction and retention initiatives, and also as a way to enhance HR’s role in helping the business to meet its strategic goals.” Read more.
CHESTNUT HILL, Mass. (PRNewswire) — With millions of Baby Boomers poised to age out of the workforce, U.S. companies remain unprepared for an imminent talent drain that threatens to alter the national economy, according to a new report by the Sloan Center on Aging & Work at Boston College. Nearly 70 percent of the almost 700 organizations surveyed do not yet know how old their workers are or how many are likely to retire. Forty percent reported that the aging of the workforce will have a detrimental impact on their businesses by 2012. “The out-migration of a generation of workers will upset the entire balance of the workplace,” said co-author Marcie Pitt-Catsouphes, director of the Sloan Center on Aging & Work. “U.S. companies need to start planning strategically for workforce sustainability. The current abundance of older worker talent and experience is going to dry up, and businesses will very soon need to fill hundreds, if not thousands, of jobs.” The report — The Pressures of Talent Management — examined talent management practices at 696 organizations across the 10 leading sectors of the economy. The companies studied employ more than one million workers combined and represent businesses that account for roughly 85 percent of the jobs and payrolls in the U.S. Read the full release.
Asking good questions can transform a simple conversation about career choices to a strategic staff planning session.
Ottawa, Canada ( PRWEB) April 24, 2009 — FuelCell Energy Inc., the global leader in clean stationary electric power, implemented Halogen Software’s talent management suite globally in just six weeks, and within one appraisal cycle created a high-performance culture. The organization improved the integrity and value of its employee performance data, aligned its rapidly growing workforce around a common set of goals, and ensured its high-potential employees were recognized and nurtured. The demands of the current economic climate are putting pressure on organizations globally to quickly gain a better understanding of their workforce and align, communicate with and motivate their top performers. FuelCell recognized that, especially during this difficult economic downturn, maximizing the performance of its human capital was essential. Understanding where to allocate scarce resources and how to strategically develop talent to meet business needs is an urgent necessity for companies of all sizes. FuelCell Energy is a clear example of how quickly organizations can achieve these goals and strengthen their competitive position in the process. By automating its talent management processes FuelCell helped strengthen and streamline its rapid global expansion- growing from 150 to over 500 employees in four years. Before implementing Halogen’s solution, the organization faced a number of challenges in their performance management system, including a lack of consistency, accountability, and employee engagement with the existing process. As a result, performance reviews were not considered a valuable tool for the organization as a whole. “The HR team found the system and process painful for everyone involved and looked to overhaul it and implement an automated system,” said Sandra Mauro, HR Manager with FuelCell Energy. “Once we had decided to invest in Halogen, things began to improve quickly. We were live within six weeks of training. It was awesome. I have done a lot of software implementations in my career and I know how painful they can be. Getting Halogen up and running was painless.” Halogen Software is able to consistently implement its suite for customers under very tight deadlines, even for those with global operations, because the solution is so flexible and easily configured. This enables customers to have the Halogen applications adapt to their processes and forms-rather than the other way around. Once Halogen’s suite had been successfully implemented, FuelCell was able to address its business problems almost immediately. Availability of information and a methodology toward a high performance culture began to evolve and improve with each review process. Accountability for goals and alignment around performance is now the norm for its global workforce. The company fosters greater recognition of high performance, and nurtures employee growth via development planning and ongoing feedback. The intelligence gained through the performance appraisal process is now readily accessible and is therefore actionable, unlike with the paper-based process, which was impractical to aggregate and report on. The shift is an exciting one for the HR team. “I recommend Halogen to pretty much anyone who will listen. I talk about it all the time,” says Mauro. “We use the employee performance management system to drive a higher level of accountability. As a high-growth company, we have many employees who join our team from different companies and corporate cultures. The new system enables us to standardize performance expectations and unify our corporate culture.” (Read the entire article at Canadian Business Online.) Learn more about Halogen Software here: http://www.halogensoftware.com/
I don’t know why, but I have been getting a tremendous amount of interest recently in a concept I first put forth a few years ago called Learning Accord. It suggests that you can rank many aspects of a Formal Learning Program (FLP) from tactical to strategic, including: With this organization, you can accurately predict how well a program will work. The most successful FLP’s have a great deal of accord between the material, results, and processes, and the least successful have significant discord. So if you are planning any FLP, I would strongly suggest an early meeting between buyer, builder, and deployer around the issue of accord. If you are interested in learning more about the idea, use the link above ( Learning Accord) or check out the appendix in Learning By Doing. After that, feel free to email me and I can send you a ppt of the charts, including an academic version that has not been published anywhere.
Building a Business Case: Your Final Answer. Building a business case is a sales competency of the ASTD World Class Sales Competency Model. Designing a business case can be a useful management tool that is pivotal to an organization’s success. It is used in supporting the overall planning and decision making for both operational and financial decision making that surrounds company products, services and solutions. Build Cross Functional Learning Systems As a Sales Trainer and Sales Learning Professional , developing a firm understanding of business operations and cross functional relationships will help you collaborate with others who work with you.A Sales Trainer can teach many things to the sales team to help build sales competencies. Show Proven and Tested Methodologies Learn to teach proven approaches and closing techniques that establish the business value of your proposal with credibility and impact. Sales Trainers can design practical training modules in business case selling. Use a business case to help decision makers follow a predetermined process or format to cover all factors being considered. This would include showing complex data that proves your case and helps justify the decision to close even when there may be several decision makers involved to review the case. A strong business case can also be used as a performance management tool to identify sales and strategic opportunities, and manage best practices. It can turn sales data into action oriented intelligence to drive engagement, measurement, and accountability to drive business value. Sales Leaders can help the team set goals and measure progress more accurately. The Sales Team can collaborate more effectively by following the process mapping which will improve their ability to compete. Using sales training methods and key performance indicators that follow the ASTD Sales Training Competency Model framework, you will be able to provide ways to help Sales Leaders to gain insight make better decisions and take more effective action using real time Key Performance Indicators (KPI) to better track and manage the sales process – getting to the root cause of a particular sales issue.
It’s hard to believe, but the end of the year is almost here (it’s even closer when you think about how Christmas brings everyone’s personal and professional life to a screeching halt). While each of us reminisce about the past year and plan for the next one, here are five quick tips we’ve learned from the 2010 webinars. 1) People Will Listen Better if You Use a Story (Five Ways to Use Business Storytelling) People like stories. Storytelling allows you to be personable, captivating, and persuasive. Even if you’re not planning on writing the next Great American Novel, this can still help you train. Because let’s admit it: no one wants to be trained using only facts and figures. Business may live in a world of facts and figures, but it’s only a smaller part of a universe made of emotion. Stories enable you to make emotional appeals to people. If you use them in training, people remember your point better because they can relate to it. So, to make your point clearer instead of having it lost in a swirling storm of numbers, use a story to explain it! 2) Always Do Your Homework (How to Select The Right Sales Training Provider) I know it’s hard to believe, but planning usually pays off. So if you have to outsource your sales training, you should plan to spend a great deal of time beforehand preparing. For starters, instead of letting the provider decide what you need, try to get an objective assessment of your situation either inside or outside the company. When you do finally select a provider, work closely with them to not only develop a plan of action, but also to plan metrics to establish the ROI. After all, you’re going to be responsible for explaining that to your supervisors; why shouldn’t the provider be responsible for it too? 3) Sales Training Doesn’t Just Involve the Trainer (Sustainable Sales Training) Just because you train a salesperson doesn’t mean that they need to listen. What this means is that unless change is institutionalized, it’s often lost, with most training lost less than 90 days after the program. What’s one great way to make sure that training sticks? Train the sales manager first. After all, the sales manager is the person that the sales team works the closest with. If you can get the sales manager to reinforce the new behaviors even when you’re not around, you have a much better chance of seeing successful training. To adapt an old clich: teach a salesperson and you’ll feed them for a day. Teach their sales manager, and you’ll feed them for a lifetime. 4) Your Team Isn’t Using LinkedIn Enough (LinkedIn for Sales) That statement might sound rash, but think about it for a second. LinkedIn allows you to prospect for the key decision makers within an organization (use the advanced search option to set location and job title). You can also use it to make cold calls warmer by checking to see if you know any of the same people the person you’re calling does by checking second or third degree connections. And most importantly, it can replace business cards. Because after all, when someone gets promoted/leaves that company, that card is almost useless to you. But because of LinkedIn’s dynamic nature, it’s almost like having a constantly updated rolodex. So are you still sure that you’re using LinkedIn enough? 5) For True Sales Transformation, Focus on All Parts of Your Business (From Functional Support to Strategic Business Partner: Maximizing Sales Training ROI) The first step in true sales transformation is defining what everyone’s roles are. By doing this first, you can not only manage expectations for the entire process, but also enable everyone to hit the ground running. As a plus, by making sure everyone knows what they’ll be doing, you’re also helping them take ownership of it. While you’re improving and streamlining operations, don’t be afraid to ask for customer evaluation too. All too often, companies will gear new policies and processes for making it easier to work within the organization. To avoid this pitfall, make sure to garner outside evaluation too. What are some of the things you’ve learned during 2010? What are your expectations for 2011? Let us know in the comments section!
By maintaining an inventory of current competencies, consistently revisiting the conversation with executives, embracing strategic context, and putting some incentive behind competency forecasting, your organization can polish up its crystal ball and generate better information to fuel effective succession planning.
Adapted from Premeditated Selling, this job aid contains a list of questions that your salespeople may not be given any consideration to and will help them avoid painful surprises from their clients. They are broken down by the critical elements found in a smart strategic opportunity plan.Questions like these require some time to prepare, and should not be used randomly or haphazardly. They should be used only when preparing for a high impact strategic opportunity planning meeting about one of…
Strategy Formulation includes planning and decision-making involved in developing organizations strategic plans whereas Strategy Implementation involves all those means related to executing the strategic plans.
Effective Sales – An Overview from Fundação Instituto de Administração. Welcome to Strategic Sales Management specialization. This specialization course focus on providing conceptual and practical guidance on sales planning and management. The …
Epicor HCM – HR Management Software Today’s economy demands a more proactive, strategic role for the HR department. As competition for critical resources intensifies, managers, employees and candidates are demanding more from HR and human resource information systems (HRIS), moving beyond self-service to secure direct access to relevant information and processes whether in the office or on the road. Epicor® Human Capital Management (HCM) provides these capabilities and more, helping you to manage your globally dispersed workforce, improve human resource processes, and enhance employee satisfaction for greater efficiency and cost savings across the enterprise. Comprehensive HR Management Software Epicor HCM automates your HR processes, enabling...
Chief Learning Officers are often found at larger organizations where the human resources department is broken out into various specialties. CLOs, who are sometimes called chief knowledge officers, usually report either to the top talent officer or the chief executive officer (CEO). A CLO’s responsibilities may include on boarding, training courses and materials, employee development initiatives, executive coaching, knowledge management and succession planning. CLOs may also supervise the selection and implementation of learning technology, such as learning management systems (LMS). CLO Job Responsibilities: Develops an organization’s educational process Promotes knowledge management Institutes effective training strategies Directs large scale change management...