The 100-day Plan for Managers in Transition by People & Process Development

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How fast can managers become productive on a new job?

People & Process Development support managers to reach their “break-even point” faster and accelerate the transition into a new job benefitting the organisation as well as the managers’ personal careers.

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The 100-day Plan for Managers in Transition by People & Process Development

  1. 1. Making  new  managers  produc2ve  faster!  How  fast  can  managers  become  produc2ve  on  a  new  job?      People  &  Process  Development  support  managers  to  reach  their  “break-­‐even  point”  faster  and  accelerate  the  transi2on  into  a  new  job  benefiDng  the  organisa2on  as  well  as  the  managers’  personal  careers.  1
  2. 2. Star2ng  point…  Managers  are  on  average  promoted  to  new  and  more  demanding  posi2on  every  3-­‐4  years.  Yet,  few  companies  ac2vely  support  mangers  in  their  transi2on    It  takes  managers  on  average  a  liOle  more  that  6  months  to  reach  their  break-­‐even  point.  That  is  when  they  become  a  net  contributor  of  value  to  their  organisa2on.  The  purpose  of  accelera2ng  the  transi2on  is  to  shorten  the  2me  to  reach  the  break-­‐even  point.  Success  in  current  or  the  past  posi2ons  does  not  necessarily  lead  to  success  in  the  future.  (Watkins  2003).        2People & Process DevelopmentManagers 100-Day PlanFor contact call +46 70 328 5000 ore-mail info@peopleandprocess.se
  3. 3. Reaching  break-­‐even  faster…  Adop2ng  a  structured  approach  for  accelera2ng  transi2ons  can  yield  big  returns  to  organisa2ons  and  avoid  common  mistakes  and  piYalls  among  managers.  Moving  from  a  func2onal  to  a  general  management  posi2ons  and  moving  from  first  line  management  to  managing  other  managers  are  two  examples  that  require  different  sets  of  skills.    Another  is  interna2onal  assignments  that  adds  culture  into  the  equa2on.  3People & Process DevelopmentManagers 100-Day PlanFor contact call +46 70 328 5000 ore-mail info@peopleandprocess.se
  4. 4. …provides  the  following    People  &  Process  Development  facilitates  managers  in  crea2ng  their  personal  transi2on  plan  for  the  first  100-­‐days  on  the  new  job.    The  fundamentals  of  the  plan  are  to  carefully  access  the  new  situa2on,  including  expecta2ons  from  management  and  organisa2on,  then  moving  forward  by  adop2ng  the  appropriate  measures  taking  the  manager’s  strengths  and  development  areas  into  considera2on.  Key  stakeholders  as  well  as  important  success  factors  will  be  iden2fied  and  a  detailed  plan  of  ac2ons  will  be  developed  and  followed-­‐up.            4People & Process DevelopmentManagers 100-Day PlanFor contact call +46 70 328 5000 ore-mail info@peopleandprocess.se
  5. 5. …delivers  result    55People & Process DevelopmentManagers 100-Day PlanFor contact call +46 70 328 5000 ore-mail info@peopleandprocess.se• Self  Awareness  • Personality  • Mo2va2on  • Internal  view  • Feedback  on  Ques2onnaires  and  Tests  • External  view  • Expecta2ons  from  Board  or  CEO  • Organiza2onal  Expecta2ons  Feedback  Session  &  Interview    • Ac2on  Plan  Structure  • Background  • Purpose  • Objec2ve  • Success  Factors  • Areas  to  develop/change  and  take  ac2on  on  • Follow-­‐up  • Documenta2on  Ac2on  Plan    Workshop  • Finalizing  Ac2on  Plan  • Stakeholder  Management  • SeDng  targets  for  each  area  to  change/develop  • Implementa2on  Finalizing  &  Implemen2ng  Ac2on  Plan  • Follow-­‐up  mee2ngs  • Stakeholder  Management  • Process  Evalua2on  Follow-­‐up  
  6. 6. People  &  Process  Development    Company  Presenta2on  6People & Process DevelopmentFor contact call +46 70 328 5000 ore-mail info@peopleandprocess.se
  7. 7. Approach  People  &  Process  Development  In  Mo2on  stands  for  an   approach   in   which   successful   companies   look   to  both  the  process  and  the  people  who  shall  operate  within   the   same.   Todays   business   climate   and  challenges   require   that   ac2vi2es   be   adapted   and  developed   on   the   basis   of   business   condi2ons.  Adequate   tools   and   methods   for   improving  leadership  and  performance  must  be  provided  on  the  same  basis.  We   support   and   facilitate   organisa2ons   and  leaders   in   their   ambi2on   to   create   value   for  shareholders,   customers   and   employees.   Through  facilita2on   of   change   processes   –making   sure   that  the  people  aspect  is  also  addressed  –  the  fulfilment  of  the  organisa2ons  overall  objec2ves  are  ensured.    Facilita2on  The   word   facilita2on   means   “the   act   of   making   easy   or  easier”.   The   word   may   be   used   in   several   contexts,   but  physiologically   it   can   mean   making   it   easier   for   a   nerve  impulse  to  reach  its  des2na2on  by  strengthening  it,  crea2ng  a  flow  that  lowers  thresholds  or  by  taking  away  an  inhibitor.    One  of  the  greatest  challenges  for  todays  leaders  is  to  get  people   to   work   effec2vely   together   to   implement   changes  that  will  be  las2ng.  Facilita2on  can  be  translated  with  "to  do  anything  possible".  It  is  an  approach  that  aims  to  lead  through  processes  towards  commonly  agreed  objec2ves  in  a  manner  that  encourages  par2cipa2on,  mo2va2on  and  ownership.  The  consistent   use   of   such   an   approach   improves   efficiency   and  result   orienta2on,   crea2ng   las2ng   added   value   to   the  organisa2on.  7People & Process DevelopmentFor contact call +46 70 328 5000 ore-mail info@peopleandprocess.se
  8. 8.  Services  Change  Management  and  Process  Development  •  Facilita2ng  change  where  employee  par2cipa2on  and  commitment  is  vital  for  success,  e.g.  when  implemen2ng  organisa2onal  changes  and  common  working  procedures  and  in  outsourcing  situa2ons.  •  Mapping  and  development  of  cross-­‐border  and  cross-­‐func2onal  processes  to  increase  efficiency.  Management  Support  and  People  Development  •  Leadership  Training  –  global  virtual  team  management.  •  Facilita2ng  mee2ngs  and  workshops  on  business  plans,  process    mapping  and  management  team  development.  •  1-­‐to-­‐1  managers  support  in  various  kinds  of  leadership  situa2ons.  •  Facilita2ng  individual  ac2on  plans  –  ”Managers  1st  100  days”.  Human  Resources  Interim  Management  •  Interim  assignments  for  shorter  or  longer  periods  –  e.g.  during  business  change  and  merger  and  acquisi2ons  which  requires  ac2on  oriented  change  management  leadership.  •  Compensa2on  &  Benefits  assignments  and  Job  sizing.  8Partners:People & Process DevelopmentFor contact call +46 70 328 5000 ore-mail info@peopleandprocess.se
  9. 9. Magnus  Jonsson    Extensive   Human   Resources   Management   and   line   management   experience   from  different   companies,   industries   and   countries.   Has   as   HR   director   and   manager  combined  business  experience  with  in  depth  knowledge  in  the  Human  Resources  field  and   has   in   addi2on   built   and   developed   interna2onal   HR-­‐func2ons   in   several  organisa2ons.  Since   2009   working   as   Management   Consultant   focusing   on   facilita2ng   change,  leadership  coaching  as  well  as  management  team  and  process  development.  Recent  assignments   include   facilita2ng   personal   development   plans   for   financial   client,  management   team   development   in   China   for   industrial   client   and   facilita2ng   the  transfer  of  150  employees  in  an  IT-­‐outsourcing  case.  Holds   a   Masters   degree   from   Stockholm   School   of   Economics   with   majors   in  Management;  Organisa2on  and  Human  Resources  and  Finance.    Cer2fied  in  SHLs  tools  for  self  assessment  (personality  and  mo2va2on),  ability  tests  and   360   feedback,   is   an   associate   management   consultant   at   Ekan   AB   and   holds   a  professional  management  consultant  cer2ficate.                        Management  Consultant,  Facilitator    and  Owner  Career HistoryTech  Data  –  IT-­‐Distribu2on  Industry  Nordic  Human  Resources  Director,  2006-­‐2009.  TeliaSonera  –  Telecom  Industry  Held  posi2ons  as    Human  Resources  Manager,  Compensa2ons  &  Benefits  Specialist,  Marke2ng  Manager,  and  Recruitment  and  Consultant  Manager  in  various  parts  of  the  TeliaSonera  Group,  1994  –  2006.  Intercedo  Ultra  Plc  –  Finance    Industry,  London  Managing  Director  ,  1989  –  1991.  9People & Process DevelopmentFor contact call +46 70 328 5000 ore-mail info@peopleandprocess.se

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