A classical review of relationship between Leadership Development Strategy and Strategic Planning. Failure at one end generates heterogeneous domino effects in the other. Their codependency culminates in Propensity for Assurance.
An Intro to Talent Development and Talent AnalyticsCoachSource LLC
ย
The Center for Talent Reporting has produced a number of excellent webinars on trends in talent analytics. These slides provide an excellent introduction for those who are talent managers, or interested in the cost of human capital. For more details look at http://www.centerfortalentreporting.org/ or join us at https://www.linkedin.com/groups?home=&gid=6792888&trk=anet_ug_hm
Continuous Performance Management: How To Make It WorkJosh Bersin
ย
The new world of continuous performance management has arrived. In this presentation we show the 7 practices and give some examples of how to implement this important new management and HR model.
An Intro to Talent Development and Talent AnalyticsCoachSource LLC
ย
The Center for Talent Reporting has produced a number of excellent webinars on trends in talent analytics. These slides provide an excellent introduction for those who are talent managers, or interested in the cost of human capital. For more details look at http://www.centerfortalentreporting.org/ or join us at https://www.linkedin.com/groups?home=&gid=6792888&trk=anet_ug_hm
Continuous Performance Management: How To Make It WorkJosh Bersin
ย
The new world of continuous performance management has arrived. In this presentation we show the 7 practices and give some examples of how to implement this important new management and HR model.
Program Evaluation and Performance MeasurementSeta Wicaksana
ย
Performance measurement data describes program achievement, and program evaluation explains why we see those results.
I don't want to give myself grades. I will leave evaluation of my achievements to history.
- Helmut Kohl
Compelling forces in the business landscape drive the need for Integrated
Talent Management
๔น Research shows that companies with stronger Human Capital
Management outperform in both Total Return to Shareholders and
Annualized Return to Shareholders
๔น Human Capital Management is a Leading Indicator of financial
performance
๔น Significant improvement in engagement for the typical S&P 500
company is associated with an increase in revenue per employee of
$4,675 or over $93M per year.
๔ In addition, significant demographic and other trends will continue to drive
talent scarcity
๔ Cost of Talent Acquisition and impact of losing Talent are both increasing
๔ Talent Management is a key driver of Line of Sight and Employee
Commitment โ both of which strongly correlate with improved company
performance
Managing and retaining talent is one of the biggest challenges facing management, particularly in terms of attracting and retaining the right people, building high performance teams, as well as dealing with the risks associated with compliance and employment regulation. Our webinar will consider these issues and strategies you can develop to manage them.
The Better Approach to Succession Planning - MITBA CEO Conference 2011Kenny Ong
ย
Malaysian Insurance and Takaful Broker Associations (MITBA) CEO Conference 2011
Bali, October 2011
- Different Succession Planning objectives and motives
- Why Succession Planning don't work in many cases
- Matching your Succession Plan to your Business Model
- Practical aspects of Succession Planning
- Managing youe Talents Pipeline with proper Performance Management tools
Talent Management for Talent Managers: HR Competencies for 2013 and BeyondHuman Capital Media
ย
HR professionals have dual and sometimes conflicting roles, serving as employee advocates while simultaneously formulating talent strategies that push an organization forward. Recent economic volatility has also put greater pressure on how organizations manage their human capital. The result: HR must accelerate its capacity for change and demonstrate its ability to improve results: sales, productivity, costs, quality, innovation, etc.
Join this session to better understand the key HR competencies required to facilitate the changes and business results organizations need in the current climate. Beyond HR, learn the first steps you can take to define the competencies that will help you enable your organization to respond positively to workforce pressures and thrive in a changing economy.
21st Century Talent Management: Imperatives for 2014 and 2015Josh Bersin
ย
What are the big imperatives for business and HR leaders in 2014 and 2015? The workforce, workplace, and global labor markets have changed. This presentation highlights Bersin by Deloitte's key research on many of the most important topics facing business leaders around the world.
Overview of the One Page Talent Management approach featured in the new Harvard Business Publishing book One Page Talent Management, by Marc Effron and Miriam Ort
In this session, you will hear a combination of the latest research and best and next practices from leading organizations on the role the learning and development staff is increasingly playing in the integrated talent management movement. As a starting point, the group will discuss the top-level findings from ASTDโs recently published report, โLearningโs Critical Role in Integrated Talent Management,โ including information on how high-performing and low-performing organizations use talent management differently. You will also gain information on which organizational roles are primarily responsible for the key elements of talent management: leadership development, individual development, performance management, employee learning, recruitment/selection, employee engagement, compensation and benefits, and succession planning. And youโll hear about learningโs role in each area.
Program Evaluation and Performance MeasurementSeta Wicaksana
ย
Performance measurement data describes program achievement, and program evaluation explains why we see those results.
I don't want to give myself grades. I will leave evaluation of my achievements to history.
- Helmut Kohl
Compelling forces in the business landscape drive the need for Integrated
Talent Management
๔น Research shows that companies with stronger Human Capital
Management outperform in both Total Return to Shareholders and
Annualized Return to Shareholders
๔น Human Capital Management is a Leading Indicator of financial
performance
๔น Significant improvement in engagement for the typical S&P 500
company is associated with an increase in revenue per employee of
$4,675 or over $93M per year.
๔ In addition, significant demographic and other trends will continue to drive
talent scarcity
๔ Cost of Talent Acquisition and impact of losing Talent are both increasing
๔ Talent Management is a key driver of Line of Sight and Employee
Commitment โ both of which strongly correlate with improved company
performance
Managing and retaining talent is one of the biggest challenges facing management, particularly in terms of attracting and retaining the right people, building high performance teams, as well as dealing with the risks associated with compliance and employment regulation. Our webinar will consider these issues and strategies you can develop to manage them.
The Better Approach to Succession Planning - MITBA CEO Conference 2011Kenny Ong
ย
Malaysian Insurance and Takaful Broker Associations (MITBA) CEO Conference 2011
Bali, October 2011
- Different Succession Planning objectives and motives
- Why Succession Planning don't work in many cases
- Matching your Succession Plan to your Business Model
- Practical aspects of Succession Planning
- Managing youe Talents Pipeline with proper Performance Management tools
Talent Management for Talent Managers: HR Competencies for 2013 and BeyondHuman Capital Media
ย
HR professionals have dual and sometimes conflicting roles, serving as employee advocates while simultaneously formulating talent strategies that push an organization forward. Recent economic volatility has also put greater pressure on how organizations manage their human capital. The result: HR must accelerate its capacity for change and demonstrate its ability to improve results: sales, productivity, costs, quality, innovation, etc.
Join this session to better understand the key HR competencies required to facilitate the changes and business results organizations need in the current climate. Beyond HR, learn the first steps you can take to define the competencies that will help you enable your organization to respond positively to workforce pressures and thrive in a changing economy.
21st Century Talent Management: Imperatives for 2014 and 2015Josh Bersin
ย
What are the big imperatives for business and HR leaders in 2014 and 2015? The workforce, workplace, and global labor markets have changed. This presentation highlights Bersin by Deloitte's key research on many of the most important topics facing business leaders around the world.
Overview of the One Page Talent Management approach featured in the new Harvard Business Publishing book One Page Talent Management, by Marc Effron and Miriam Ort
In this session, you will hear a combination of the latest research and best and next practices from leading organizations on the role the learning and development staff is increasingly playing in the integrated talent management movement. As a starting point, the group will discuss the top-level findings from ASTDโs recently published report, โLearningโs Critical Role in Integrated Talent Management,โ including information on how high-performing and low-performing organizations use talent management differently. You will also gain information on which organizational roles are primarily responsible for the key elements of talent management: leadership development, individual development, performance management, employee learning, recruitment/selection, employee engagement, compensation and benefits, and succession planning. And youโll hear about learningโs role in each area.
Tribal leadership leadership and strategy (part 2 of 3)Johnny Russo
ย
This webinar (part 2 of 3) focuses on upgrading and stabilizing a tribe in the zone of tribal leadership (stage 4 of 5) and leveraging a tribal strategy. We will explore stage three, stage four, the journey from stage three to stage four, and tribal strategy, emphasizing core values, nobles cause, outcomes, assets, and behaviors. We will focus on how a product management & engineering team is optimal, responsive, and competitive in delivering impactful results.
Permaculture Propaganda: A Crash Course in Marketing, Brand Development, Prod...DiegoFooter
ย
Want to make a living at permaculture?
Weโll teach you everything you need to know about the black art of marketing.
Youโll learn strategies, tactics, deep insights into consumer psychology, design deconstruction techniques, secrets, lies, and ways to manipulate the right people in the right ways. Marketing isnโt (necessarily) evil, and itโs not what you think it is.
In this 3-hour workshop that will definitely not put you to sleep, weโll teach you how to use propaganda for good.
Learn more at permaculturevoices.com.
I was honored to be the featured speaker at many Women in Biz events from coast to coast. This 10 Day Marketing & Launch Strategy was one of my featured talks. Be prepared to work and do each action item at every step! Let me know how things went in the comments!
A process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task.
The relationship between leadership, strategy and communication. Strategy is formulating an organization's goals. Leadership is articulating those goals in a compelling manner to help everyone involved grasp the vision; that takes communication skills.
Create a compelling vision; communicate that vision and translate it into reality.
People who cannot invent and reinvent themselves must be content with borrowed postures, secondhand ideas, fitting in instead of standing out.
Leadership training from www.mba-asap.com
Many companies today strive to be โthought leaders,โ but only a select few truly live up to that aspiration. Thought leadership requires a unique point of view, the ability to provide valuable information, and a layered approach to disseminating that information. This presentation explores what makes a thought leader, best practices for thought leadership, and why a content strategy is essential to help companies grow and sustain their thought leadership โ helping with everything from navigating internal politics to prioritizing resources.
7-Eleven is number 1 franchising in the world.
This presentation is about supply chain strategy in the 7-Eleven store.
Source: From many source and many presentation
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
ย
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
290611 strategy defined, explained and problematizedAnders Birch
ย
- What is Strategy ?
- The classical elements of a strategy process
- Why is strategy so difficult?
- Different approaches to strategyโฆ
- Strategic leadership:
- What is the key issue?
Ensuring the whole management team of a firm identify the impact of properly crafted succession plan: The effects of its presence and absence on business continuity and competitiveness.
J.V.M.S is a management consulting firm that believes in utilizing the best industry practices for the development of world-class organizations that make the most of their resources, competency and skill force.
Four Categorical Action Streams of Strategy as Yield DeterminantElijah Ezendu
ย
This is the Yield-Determinant Canvas. Operability of strategy as yield-determinant comprises actions in four categories namely Key Driving Force, Aggregate Convergence Capability, Yield Optimization Control Framework and Competitive Lever.
10 Elements of Open-Mindedness in Workplace Operating as Drivers for Strategi...Elijah Ezendu
ย
10 Elements Constituting Critical Mass for Development of Open-Mindedness as Enabling Corporate Cultural Pillar for Stimulating, Building and Sustaining Strategic Innovative Leadership Organisation-Wide.
Spectrum of Collective Leadership by Elijah EzenduElijah Ezendu
ย
Spectrum of collective leadership showing trajectory of collective capability for results and reviews, pinpointing collective leadership as key driver for harnessing the greatest form of collaborative advantage in both vertical and horizontal teams, whether functional, cross-functional or organization-wide operation: An impeccable impetus for engaging transition from individual leadership to collective leadership.
Three Models of Corporate Investment Structure Based on Financials and Intang...Elijah Ezendu
ย
The three models of corporate investment structure based on recognition of both financial capital and intangibles that should be valued not only at harvesting stage but also during conception.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
ย
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.๐คฏ
We will dig deeper into:
1. How to capture video testimonials that convert from your audience ๐ฅ
2. How to leverage your testimonials to boost your sales ๐ฒ
3. How you can capture more CRM data to understand your audience better through video testimonials. ๐
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Memorandum Of Association Constitution of Company.pptseri bangash
ย
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujaratโs DholeraAvirahi City Dholera
ย
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isnโt just any project; itโs a potential game changer for Indiaโs chipmaking aspirations and a boon for investors seeking promisingย residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
ย
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
"๐ฉ๐ฌ๐ฎ๐ผ๐ต ๐พ๐ฐ๐ป๐ฏ ๐ป๐ฑ ๐ฐ๐บ ๐ฏ๐จ๐ณ๐ญ ๐ซ๐ถ๐ต๐ฌ"
๐๐ ๐๐จ๐ฆ๐ฌ (๐๐ ๐๐จ๐ฆ๐ฆ๐ฎ๐ง๐ข๐๐๐ญ๐ข๐จ๐ง๐ฌ) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
๐๐ ๐๐จ๐ฆ๐ฌ provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
โญ ๐ ๐๐๐ญ๐ฎ๐ซ๐๐ ๐ฉ๐ซ๐จ๐ฃ๐๐๐ญ๐ฌ:
โข 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
โข SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
โขFreenBecky 1st Fan Meeting in Vietnam
โขCHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
โข WOW K-Music Festival 2023
โข Winner [CROSS] Tour in HCM
โข Super Show 9 in HCM with Super Junior
โข HCMC - Gyeongsangbuk-do Culture and Tourism Festival
โข Korean Vietnam Partnership - Fair with LG
โข Korean President visits Samsung Electronics R&D Center
โข Vietnam Food Expo with Lotte Wellfood
"๐๐ฏ๐๐ซ๐ฒ ๐๐ฏ๐๐ง๐ญ ๐ข๐ฌ ๐ ๐ฌ๐ญ๐จ๐ซ๐ฒ, ๐ ๐ฌ๐ฉ๐๐๐ข๐๐ฅ ๐ฃ๐จ๐ฎ๐ซ๐ง๐๐ฒ. ๐๐ ๐๐ฅ๐ฐ๐๐ฒ๐ฌ ๐๐๐ฅ๐ข๐๐ฏ๐ ๐ญ๐ก๐๐ญ ๐ฌ๐ก๐จ๐ซ๐ญ๐ฅ๐ฒ ๐ฒ๐จ๐ฎ ๐ฐ๐ข๐ฅ๐ฅ ๐๐ ๐ ๐ฉ๐๐ซ๐ญ ๐จ๐ ๐จ๐ฎ๐ซ ๐ฌ๐ญ๐จ๐ซ๐ข๐๐ฌ."
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
ย
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. Youโll also learn
โข Four (4) workplace discipline methods you should consider
โข The best and most practical approach to implementing workplace discipline.
โข Three (3) key tips to maintain a disciplined workplace.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
ย
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
ย
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Leadership Development Strategy and Strategic Planning: The Chicken and Egg Puzzle
1. Leadership Development Strategy
& Strategic Planning
The Chicken and Egg Puzzle
Dr. Elijah Ezendu
FIMC, FCCM, FIIAN, FBDI, FAAFM, FSSM, MIMIS, MIAP, MITD, ACIArb, ACIPM,
PhD, DocM, MBA, CWM, CBDA, CMA, MPM, PME, CSOL, CCIP, CMC, CMgr
2. Exploratory Supposition
โข Can effective strategic planning yield
appropriate leadership development strategy?
โข How can leadership development strategy
positively impact business results?
3. Conventional Codependency of Strategic Planning and
Leadership Development Strategy by Elijah Ezendu
Propensity for Assurance
4. โEven the best strategy can fail if a corporation
doesnโt have a cadre of leaders with the right
capabilities at the right levels of the
organization.โ
- Tsun-yan Hsieh and Sara Yik, Leadership as the Starting Point
5. โA good leader can make a success of a weak
business plan, but a poor leader can ruin even
the best plan.โ
- Oracle White Paper, Seven Steps for Effective Leadership Development
6. Mutual Impingement of Strategic Planning
and Leadership Development Strategy
Strategic Planning
Leadership Development
Strategy
Mutual
Impingement
7. Implementation Imperative for Achieving
Envisioned State by Elijah Ezendu
Envisioned
State
Strategic Planning
Strategic
Plan
Leadership
Development
Strategy
Leaders
Coordinated Alignment of Limbs
8. Generative Approach to Strategic Planning
Currently, this is the most advanced approach to
strategic planning. It involves drafting of
workable strategic plan and evolving it through
Pilot Modelling, All-Inclusive Reflective Tests,
Due Diligence, Review-Improve-Align,
Systematic Evaluation and Continuous Coursing.
10. โThere is a strong emphasis in this approach, as the name
implies, on generativityโproducing something, learning by
doing, trying it out, โletting it all hang outโ. Risk-taking and pilot-
testing reside at the heart of this approachโฆ It makes sense in a
highly turbulent environment, for one must act quickly and learn
quickly to keep up with the shifting conditions. It is not enough
to create a learning organization, one must create a โfast-
learningโ organizationโwhich is even more challenging in terms
of cognitive flexibility and willingness to learn from mistakes (as
well as successes).โ
- Dr William Bergquist, Generative Planning
11. Traditional Versus Generative Planning Model
Action Traditional Generative
Primary Purpose Coordination and Control Strategic Change
Planning Creation of Plan Development of Strategic
Thinking
Level of Involvement Limited Primarily to Senior and
Division Managers
Broadly Inclusive of Diverse
Members at all Levels
Nature of Involvement Through Written
Communication, Directed
Upward Advocacy Mode
Dialogue-Based Advocacy and
Inquiry Mode Hypothesis Driven
Timing Periodic, Calendar Driven Episodic, Issue Driven
Competencies Required Analytic Alternative Generation and
Evaluation, Conflict Resolution
Leadership Role Strategic Thinker, Decision-
Generator
Process-Enabler, Synthesizer
Contextual Elements Clarity in Providing Objectives
and Planning Guidelines
Clarity of Purpose,
Organizational Sense of
Urgency, Psychological Safety
Source: Jeanne Liedtka, Strategic Planning as a Contributor to Strategic Change: A generative Model
12. Systematic Flow from Strategic Planning to
Leadership Development Strategy by Elijah Ezendu
Strategic Planning
Strategic Plan
Strategic Manning Template
Enabling Culture Strategic Business Capability Model Business Process Model
Leadership Development Strategy
13. Enabling Culture
This is usually a resolution derived from
Strategic Plan by ascertaining culture-fit through
operability, fluidity and effectuality.
15. Corporate Culture
โCorporate culture is a system of shared values,
assumptions, beliefs, and norms that unite the
members of an organization.โ
- Kathryn Bartol, Management
16. Strategic Business Capability
Model
This refers to a well-articulated assessment of
capacity, material and expertise required for
achievement of stated strategic plan; showing
clear-cut requirements at various development
milestones.
17. Business Process Model
This shows all the processes required for driving
the strategic plan in an organization. It actually
represents how contributory actions shall be put
together in order to produce value and thereby
attain goals.
18. Strategic Manning Template
This shows various organizational
growth/operational levels and the resulting staff
requirements at each level. It throws light on
required โstaff mixโ in terms of type,
competencies, quantity, distribution and
evolutionary connectivity. It functions as
standardized projected staff schedule. This is
the backbone of Staffing Excellence.
19. Key Tools for Development of
Strategic Manning Template
โข Workload Analysis
โข Workforce Modelling
โข Benchmarking
โข Variability Analysis
โข Profitability Analysis
โข Business Capability Analysis
โข Strategic Concatenation Analysis
20. From Strategic Manning Template to
Business Results
Strategic Manning Template facilitates
identification of required leaders for
achievement of business goals. This in turn
enables ascertainment and clarification of
ensuing gap in the leadership pipeline and the
best leadership development strategy for filling-
fit, so as to ensure favourable business results in
line with strategic intent.
21. Dr Elijah Ezendu is Award-Winning Business Expert & Certified Management Consultant with expertise
in Interim Management, Strategy, Competitive Intelligence, Transformation, Restructuring, Turnaround
Management, Business Development, Marketing, Project & Cost Management, Leadership, HR, CSR, e-
Business & Software Architecture. He had functioned as Founder, Initiative for Sustainable Business
Equity; Chairman of Board, Charisma Broadcast Film Academy; Group Chief Operating Officer, Idova
Group; CEO, Rubiini (UAE); Special Advisor, RTEAN; Director, MMNA Investments; Chair, Intโl Board of
GCC Business Council (UAE); Senior Partner, Shevach Consulting; Chairman (Certification & Training),
Coordinator (Board of Fellows), Lead Assessor & Governing Council Member, Institute of Management
Consultants, Nigeria; Lead Resource, Centre for Competitive Intelligence Development; Lead
Consultant/ Partner, JK Michaels; Turnaround Project Director, Consolidated Business Holdings Limited;
Technical Director, Gestalt; Chief Operating Officer, Rohan Group; Executive Director (Various Roles),
Fortuna, Gambia & Malta; Chief Advisor/ Partner, D & E; Vice Chairman of Board, Refined Shipping;
Director of Programmes & Governing Council Member, Institute of Business Development, Nigeria;
Member of TDD Committee, International Association of Software Architects, USA; Member of Strategic
Planning and Implementation Committee, Chartered Institute of Personnel Management of Nigeria;
Country Manager (Nigeria) & Adjunct Faculty (MBA Programme), Regent Business School, South Africa;
Adjunct Faculty (MBA Programme), Ladoke Akintola University of Technology; Editor-in-Chief, Cost
Management Journal; Council Member, Institute of Internal Auditors of Nigeria; Member, Board of
Directors (Several Organizations). He holds Doctoral Degree in Management, Master of Business
Administration and Fellow of Professional Institutes in North America, UK & Nigeria. He is Innovator of
Corporate Investment Structure Based on Financials and Intangibles, for valuation highlighting
intangible contributions of host communities and ecological environment: A model celebrated globally
as remedy for unmitigated depreciation of ecological capital and developmental deprivation of host
communities. He had served as Examiner to Professional Institutes and Universities. He had been a
member of Guild of Soundtrack Producers of Nigeria. He's an author and extensively featured speaker.