We have previously discussed the importance of assessing the health of an organization, especially as you head into a new year, which usually brings new strategic objectives from executive management. As discussed, in The Implementation Phase, it is important to organize the accumulated individual and team task assessments from the year-end performance review process to create an organizational snapshot. The organizational snapshot will tell you where you are now and where you need to go. It will form the basis for your human capital strategy alignment.
The 5 Performance Elements and the 3 Leadership Principles of a Results-Driven Team
Standing on the edge of the district’s swimming pool as a timer, I am struck with the distinctive cultures and activity of the four results-driven high school teams preparing to compete. The diverse groups of athletes mill about in excitement, and complete their warm-ups as they envision themselves competently executing their strokes in the upcoming individual and team events.
Are Leaders Held Accountable? 4 Things We Must Hold “Strategic Leaders” Accountable To Do
One of the most commonly used terms associated with performance management is “accountability”. Some think it may be a term that is overused. I don’t think the issue is that it is overused. However, I do think that there is an issue here…
The issue that I have seen throughout my career is that it is under applied to the performance of leading. What do I mean?
4 Ways To Align Your Roles and Competencies With Your Strategy and Culture
Whether it is a start-up to growth company, or a long-lived, multi-national organization with tens of thousands of employees, organizations can easily lose sight of which Roles are truly ‘Strategic’ to their strategy and which Competencies are absolutely required to perform the Role successfully. Organizations are so focused on developing the ideas to differentiate themselves, they don’t have the time, or take the time, to make sure that the Roles, and their related Competencies, and the people performing within those Roles, are the right people…with the right skills…to do that job, based on the strategy and culture that management has set forth.
5 Elements of Individual Developmental Roadmaps that Link Employee Performance to Improved Financial Results
That time of year is here…employees and organizations are focused on assessing performance. Employees and managers are busy developing individual performance reviews and framing individual development roadmaps for next year. Companies, too, are assessing their overall financial performance and measuring their success, or lack thereof, while management is analyzing current budgets and revising forecasts to align strategic objectives for the coming year.
5 Things Management Needs To Do To Clearly Define Strategy Throughout An Organization
The 2 Leadership Roles of Successful Organizations
5 Leadership Actions That Will Anchor Your Organizational Culture
Walk into any Apple retail store and you will experience the distinctive culture that is Apple – you know it when you are experiencing it. It is almost visceral.
In general, culture is a rich mixture of distinct values, common heritage, ideology, social norms and a history of unique shared experiences. It is the force that unites and aligns people with an identity and purpose.
Are Your Employees Held Accountable?
Turning Employee Evaluations Into Strategic Results
Employee evaluations have definitely 'lost their way'. They have become so onerous that the link between the strategy, or objectives, of the organization, department or function have become, in essence, pages of task-focused goals that have little, if any, relation to the strategy and culture of the organization.