Sivalatha Sadasivam is a content marketing professional at HubSpot, an inbound marketing and sales platform that helps companies attract visitors, convert leads, and close customers. Previously, Rodney worked as a marketing manager for a tech software startup. He graduated with honors from Columbia University with a dual degree in Business Administration and Creative Writing.
Siva sadasivam (sivalatha sadasivam) talking about managementdm618228
Sivalatha Sadasivam is a content marketing professional at HubSpot, Previously, Sivalatha worked as a marketing manager for a tech software startup. He graduated with honors from Columbia University with a dual degree in Business Administration and Creative Writing.
The document discusses strategies for boards to engage in more strategic conversations, including focusing on big questions and the future rather than micromanaging, shaping priorities and aligning agendas with goals, and operating strategically rather than managing. It recommends that boards conduct self-assessments, strengthen strategic planning through data analysis, and focus on member value to realign strategies and culture with the organization's mission.
The document discusses strategies for an organization to efficiently deliver value and adapt to changes. It recommends focusing resources on the most important priorities as identified by member surveys, improving current offerings before adding new ones, emphasizing collective benefits over individual interests, increasing younger member involvement through education and volunteering, directly engaging members to understand needs rather than relying solely on leadership perspectives, and establishing clear strategies and impacts before expanding globally.
The document discusses career planning for library and information professionals. It begins with an overview of Ayub Khan's own career progression in libraries over many years and roles. It then covers types of jobs available in libraries, conducting a SWOT analysis, managing risks, and other considerations for career planning like flexibility and work-life balance. The document recommends career planning activities like analyzing strengths and interests. It emphasizes getting involved professionally by joining library organizations to gain skills, make contacts, and stay aware of developments in the field. The presentation aims to help people plan their career journey in libraries.
The document summarizes an IT department strategic planning meeting. It discusses the institution's priorities of increasing enrollment, creating an attractive environment, and integrating services. It outlines the department's roadmap to develop a vision and mission, build a team, and become more responsive, accountable, and consultative. The nature of planning, benchmarking, and financial resources are also covered. Plans should align with the institution's mission and goals and affect budgeting.
To convince others of the true value of HR it is useful to have a roadmap for your own organisation. I thought I'd share these slides as they may provide a reasonable starting point.
The document discusses issues facing nonprofit boards and best practices for boards. It provides an overview of a training session that will cover standards of conduct for boards, the duties of boards, and issues commonly seen in boards such as lack of strategic planning and fundraising. The training will also review effective board operations, including committees, meetings, recruitment and strategic planning. Overall, the training aims to help boards better fulfill their roles in oversight, resource development, and advocacy for the nonprofit's mission.
Siva sadasivam (sivalatha sadasivam) talking about managementdm618228
Sivalatha Sadasivam is a content marketing professional at HubSpot, Previously, Sivalatha worked as a marketing manager for a tech software startup. He graduated with honors from Columbia University with a dual degree in Business Administration and Creative Writing.
The document discusses strategies for boards to engage in more strategic conversations, including focusing on big questions and the future rather than micromanaging, shaping priorities and aligning agendas with goals, and operating strategically rather than managing. It recommends that boards conduct self-assessments, strengthen strategic planning through data analysis, and focus on member value to realign strategies and culture with the organization's mission.
The document discusses strategies for an organization to efficiently deliver value and adapt to changes. It recommends focusing resources on the most important priorities as identified by member surveys, improving current offerings before adding new ones, emphasizing collective benefits over individual interests, increasing younger member involvement through education and volunteering, directly engaging members to understand needs rather than relying solely on leadership perspectives, and establishing clear strategies and impacts before expanding globally.
The document discusses career planning for library and information professionals. It begins with an overview of Ayub Khan's own career progression in libraries over many years and roles. It then covers types of jobs available in libraries, conducting a SWOT analysis, managing risks, and other considerations for career planning like flexibility and work-life balance. The document recommends career planning activities like analyzing strengths and interests. It emphasizes getting involved professionally by joining library organizations to gain skills, make contacts, and stay aware of developments in the field. The presentation aims to help people plan their career journey in libraries.
The document summarizes an IT department strategic planning meeting. It discusses the institution's priorities of increasing enrollment, creating an attractive environment, and integrating services. It outlines the department's roadmap to develop a vision and mission, build a team, and become more responsive, accountable, and consultative. The nature of planning, benchmarking, and financial resources are also covered. Plans should align with the institution's mission and goals and affect budgeting.
To convince others of the true value of HR it is useful to have a roadmap for your own organisation. I thought I'd share these slides as they may provide a reasonable starting point.
The document discusses issues facing nonprofit boards and best practices for boards. It provides an overview of a training session that will cover standards of conduct for boards, the duties of boards, and issues commonly seen in boards such as lack of strategic planning and fundraising. The training will also review effective board operations, including committees, meetings, recruitment and strategic planning. Overall, the training aims to help boards better fulfill their roles in oversight, resource development, and advocacy for the nonprofit's mission.
Steve Kennedy - Rotterdam School of Management, Erasmus universityFinext
This document discusses integrated reporting from an academic perspective. It defines integrated reporting as an organization's value creation story that explains how it will thrive in the short, medium, and long term by thinking beyond just financial profit. The document also outlines some benefits of integrated reporting such as reputation enhancement, better stakeholder relationships, and attracting long-term investors. However, it notes that more empirical evidence is still needed on the transformative benefits. It concludes by discussing some challenges to moving integrated reporting forward like education needs and the need for better alignment and organizational transformation.
This document discusses critical success factors (CSFs) and their application to information literacy (IL). It defines CSFs as the key areas of activity that are essential to the success of an organization or program. The document outlines methods for identifying CSFs, such as brainstorming and in-depth interviews. It provides examples of CSFs identified for IL programs at different universities, such as dedicated staff, strategic planning, and partnerships. Establishing CSFs can help IL practitioners focus their strategies, resources, and quality management.
Strategic human resource management involves aligning HRM policies and programs with organizational strategy to produce the competencies and behaviors needed to achieve strategic goals. It is important to integrate HRM into the strategic planning process from the start. HRM can contribute significantly if it takes a strategic approach with a long term focus and considers both internal factors like organizational culture and goals as well as external factors like economic conditions and government regulations. The ARDM model provides a framework for acquiring, rewarding, developing and maintaining employees in a way that matches people to activities and accomplishes organizational objectives.
for more such files , kindly visit Amazing Files at http://spicyflavours.net
Please join our slide share group
http://www.slideshare.net/group/spicy-flavours
This document provides an overview of strategic management concepts and frameworks that can be applied to sport organizations. It introduces four strategic paradigms - classical, evolutionary, processual, and systemic - that influence how organizations approach strategy. Additionally, it outlines three strategic lenses - strategy as design, experience, and ideas - for evaluating strategic options. Finally, the RACES framework is presented as a tool to check the validity and viability of strategic choices based on resources, acceptability, consistency, effectiveness, and sustainability.
Learn about the Leaders As Teachers Institute that provides tools and resources to develop or improve a Leaders As Teachers programs. See how top performing companies benefit from the approach. Meet Ed Betof, Executive Director and author of "Leaders As Teachers." Also learning about the Leadership Operating System, Leadership Process Maturity Models, Leadership Scorecard and Thought Leader Director to aid those responsible for building powerful, performance outcome focused, leadership development programs.
GAPSA faced long-term structural and engagement challenges that led to discussions of dissolution. To address this, GAPSA adopted developmental evaluation methods, utilized focus groups and interviews to get student feedback, and implemented changes like expanded representation and leadership training. The document outlines GAPSA's process of self-evaluation and changes made to improve collaboration between member councils and better serve students.
This document discusses governance trends in higher education, including increasing accountability, transparency, and focus on culture and succession planning at the board level. It outlines principles of good governance practice, including defining roles and responsibilities, balancing short and long-term priorities, and focusing on both external stakeholders and internal organizational health. Academic governance is one of the primary responsibilities of governing bodies, and there is a focus on assuring teaching quality and student outcomes. Effective boards evaluate their own performance and avoid common pitfalls like lack of teamwork or imbalance between oversight functions. The document also notes current issues around board diversity and professionalization.
Raef Lawson gave a presentation on competency integration in business education. He discussed how business has become more complex, requiring cross-functional collaboration. This means education needs to develop higher-level cognitive skills through competency integration across disciplines. Lawson presented a framework that integrates accounting competencies with foundational and broad management competencies. Examples showed how topics like capital investment and inventory management could integrate these competencies. Challenges to implementation include developing new content and coordinating integration across courses and professors. A multi-stage process is needed to comprehensively integrate competencies in curricula over time.
This document summarizes a lecture on trends in higher education institutional management. It discusses how universities have shifted from decentralized, autonomous models to increasingly adopt business-oriented, centralized management techniques like strategic planning, restructuring departments, and performance indicators in response to less funding and greater demands for accountability, efficiency, and quality. Government steering policies around the world have also moved from direct planning to self-regulation with accountability. The Caribbean region has seen measures like merging institutions and increasing distance learning to better manage higher education.
The document provides an overview of strategic management concepts including:
- The canoe theory is presented as a metaphor for strategic management, with an organization working together towards a shared destination.
- Key concepts from books such as "Built to Last" and "Good to Great" are summarized, focusing on preserving an organization's core and level 5 leadership.
- The differences between private and public organizations are outlined in terms of their purpose, goals, financing, decision-making, and stakeholders.
- A strategic management model is presented involving scanning the environment, formulating strategy, implementing strategy, and measuring performance.
- Elements of strategy formulation like vision, mission, values, goals and objectives are defined.
The document provides an overview of strategic management concepts including:
- The canoe theory is introduced to explain how organizations work towards a shared destination when all members contribute.
- Key models and concepts in strategic management are outlined such as Built to Last, Good to Great, differences between private and public organizations, and features of successful strategic management.
- The strategic management process is defined including scanning the external and internal environment, formulating strategy through developing a vision, mission, values, goals and objectives, implementing strategies, and measuring performance.
The document provides an overview of strategic management concepts including:
- The canoe theory is introduced to explain how organizations work towards a shared destination when all members contribute.
- Key models and concepts in strategic management are outlined such as Built to Last, Good to Great, differences between private and public organizations, and features of successful strategic management.
- The strategic management process is defined including scanning the external and internal environment, formulating strategy through developing a vision, mission, values, goals and objectives, implementing strategies, and measuring performance.
Think of your organization as a long canoe
The canoe has a destination
Everyone in the canoe has a seat and paddle
Everyone is expected to paddle
Those who won’t paddle have to get out of the canoe
Those who prevent others from paddling have to re-adjust or get out of the canoe
There are no passengers in the canoe
The canoe theory understands crisis
The canoe theory says you have the right to be happy
The document provides an overview of strategic management concepts including the canoe theory, vision, mission, values, goals, objectives, scanning the external environment, industry analysis, internal analysis, and the strategic management model. Key points covered include developing a vision and mission, analyzing the external PESTEL factors and industry forces, conducting a SWOT analysis of the internal environment, and formulating objectives to support the mission and goals of the organization.
The document provides an overview of strategic management concepts including the canoe theory, vision, mission, values, goals, objectives, scanning the external environment, industry analysis, internal analysis, and the strategic management model. Key points covered include developing a vision and mission, analyzing the external PESTEL factors and industry forces, conducting a SWOT analysis of the internal environment, and formulating objectives to support the mission and goals of the organization.
The document provides an overview of strategic management concepts including:
- The canoe theory is introduced to explain how organizations work towards a shared destination when all members contribute.
- Key models and concepts in strategic management are outlined such as Built to Last, Good to Great, differences between private and public organizations, and features of successful strategic management.
- The strategic management process is defined including scanning the external and internal environment, formulating strategy through developing a vision, mission, values, goals and objectives, implementing strategies, and measuring performance.
The document provides an overview of strategic management concepts including the canoe theory, vision, mission, values, goals, objectives, scanning the external environment, industry analysis, SWOT analysis, and the strategic management model. Key points include that an organization's vision should be inspiring and challenging, a mission describes the organization's current purpose and focus, values help establish organizational culture, goals support the mission by focusing on specific issues or directions, and objectives add specificity to goals by including measurable targets and timeframes.
This document provides an overview of key concepts in strategic management including the canoe theory, built to last principles, good to great findings, differences between public and private organizations, features of successful strategic management, lessons learned in strategic planning, why managers don't plan, the strategic management model, and components of strategy formulation like vision, mission, values, goals and objectives. It also discusses scanning the external and internal environment, industry analysis, competitive profiling, and implementing and measuring strategies.
Corporate and Personal Strategic Planning is a Process for Reaching Professional or Personal Goals. It can be used in coaching sessions for individuals, small businesses corporate teams or corportae planning to strategize action plans
The document provides an overview of the evolution of strategic management thinking and practice from the 1950s to the present. It discusses how strategic management has shifted from an emphasis on budgetary planning and control to a focus on positioning, competitive advantage, innovation, and reconciling flexibility with financial control. The key stages of the strategic management process and various analytical tools and approaches are also summarized.
Steve Kennedy - Rotterdam School of Management, Erasmus universityFinext
This document discusses integrated reporting from an academic perspective. It defines integrated reporting as an organization's value creation story that explains how it will thrive in the short, medium, and long term by thinking beyond just financial profit. The document also outlines some benefits of integrated reporting such as reputation enhancement, better stakeholder relationships, and attracting long-term investors. However, it notes that more empirical evidence is still needed on the transformative benefits. It concludes by discussing some challenges to moving integrated reporting forward like education needs and the need for better alignment and organizational transformation.
This document discusses critical success factors (CSFs) and their application to information literacy (IL). It defines CSFs as the key areas of activity that are essential to the success of an organization or program. The document outlines methods for identifying CSFs, such as brainstorming and in-depth interviews. It provides examples of CSFs identified for IL programs at different universities, such as dedicated staff, strategic planning, and partnerships. Establishing CSFs can help IL practitioners focus their strategies, resources, and quality management.
Strategic human resource management involves aligning HRM policies and programs with organizational strategy to produce the competencies and behaviors needed to achieve strategic goals. It is important to integrate HRM into the strategic planning process from the start. HRM can contribute significantly if it takes a strategic approach with a long term focus and considers both internal factors like organizational culture and goals as well as external factors like economic conditions and government regulations. The ARDM model provides a framework for acquiring, rewarding, developing and maintaining employees in a way that matches people to activities and accomplishes organizational objectives.
for more such files , kindly visit Amazing Files at http://spicyflavours.net
Please join our slide share group
http://www.slideshare.net/group/spicy-flavours
This document provides an overview of strategic management concepts and frameworks that can be applied to sport organizations. It introduces four strategic paradigms - classical, evolutionary, processual, and systemic - that influence how organizations approach strategy. Additionally, it outlines three strategic lenses - strategy as design, experience, and ideas - for evaluating strategic options. Finally, the RACES framework is presented as a tool to check the validity and viability of strategic choices based on resources, acceptability, consistency, effectiveness, and sustainability.
Learn about the Leaders As Teachers Institute that provides tools and resources to develop or improve a Leaders As Teachers programs. See how top performing companies benefit from the approach. Meet Ed Betof, Executive Director and author of "Leaders As Teachers." Also learning about the Leadership Operating System, Leadership Process Maturity Models, Leadership Scorecard and Thought Leader Director to aid those responsible for building powerful, performance outcome focused, leadership development programs.
GAPSA faced long-term structural and engagement challenges that led to discussions of dissolution. To address this, GAPSA adopted developmental evaluation methods, utilized focus groups and interviews to get student feedback, and implemented changes like expanded representation and leadership training. The document outlines GAPSA's process of self-evaluation and changes made to improve collaboration between member councils and better serve students.
This document discusses governance trends in higher education, including increasing accountability, transparency, and focus on culture and succession planning at the board level. It outlines principles of good governance practice, including defining roles and responsibilities, balancing short and long-term priorities, and focusing on both external stakeholders and internal organizational health. Academic governance is one of the primary responsibilities of governing bodies, and there is a focus on assuring teaching quality and student outcomes. Effective boards evaluate their own performance and avoid common pitfalls like lack of teamwork or imbalance between oversight functions. The document also notes current issues around board diversity and professionalization.
Raef Lawson gave a presentation on competency integration in business education. He discussed how business has become more complex, requiring cross-functional collaboration. This means education needs to develop higher-level cognitive skills through competency integration across disciplines. Lawson presented a framework that integrates accounting competencies with foundational and broad management competencies. Examples showed how topics like capital investment and inventory management could integrate these competencies. Challenges to implementation include developing new content and coordinating integration across courses and professors. A multi-stage process is needed to comprehensively integrate competencies in curricula over time.
This document summarizes a lecture on trends in higher education institutional management. It discusses how universities have shifted from decentralized, autonomous models to increasingly adopt business-oriented, centralized management techniques like strategic planning, restructuring departments, and performance indicators in response to less funding and greater demands for accountability, efficiency, and quality. Government steering policies around the world have also moved from direct planning to self-regulation with accountability. The Caribbean region has seen measures like merging institutions and increasing distance learning to better manage higher education.
The document provides an overview of strategic management concepts including:
- The canoe theory is presented as a metaphor for strategic management, with an organization working together towards a shared destination.
- Key concepts from books such as "Built to Last" and "Good to Great" are summarized, focusing on preserving an organization's core and level 5 leadership.
- The differences between private and public organizations are outlined in terms of their purpose, goals, financing, decision-making, and stakeholders.
- A strategic management model is presented involving scanning the environment, formulating strategy, implementing strategy, and measuring performance.
- Elements of strategy formulation like vision, mission, values, goals and objectives are defined.
The document provides an overview of strategic management concepts including:
- The canoe theory is introduced to explain how organizations work towards a shared destination when all members contribute.
- Key models and concepts in strategic management are outlined such as Built to Last, Good to Great, differences between private and public organizations, and features of successful strategic management.
- The strategic management process is defined including scanning the external and internal environment, formulating strategy through developing a vision, mission, values, goals and objectives, implementing strategies, and measuring performance.
The document provides an overview of strategic management concepts including:
- The canoe theory is introduced to explain how organizations work towards a shared destination when all members contribute.
- Key models and concepts in strategic management are outlined such as Built to Last, Good to Great, differences between private and public organizations, and features of successful strategic management.
- The strategic management process is defined including scanning the external and internal environment, formulating strategy through developing a vision, mission, values, goals and objectives, implementing strategies, and measuring performance.
Think of your organization as a long canoe
The canoe has a destination
Everyone in the canoe has a seat and paddle
Everyone is expected to paddle
Those who won’t paddle have to get out of the canoe
Those who prevent others from paddling have to re-adjust or get out of the canoe
There are no passengers in the canoe
The canoe theory understands crisis
The canoe theory says you have the right to be happy
The document provides an overview of strategic management concepts including the canoe theory, vision, mission, values, goals, objectives, scanning the external environment, industry analysis, internal analysis, and the strategic management model. Key points covered include developing a vision and mission, analyzing the external PESTEL factors and industry forces, conducting a SWOT analysis of the internal environment, and formulating objectives to support the mission and goals of the organization.
The document provides an overview of strategic management concepts including the canoe theory, vision, mission, values, goals, objectives, scanning the external environment, industry analysis, internal analysis, and the strategic management model. Key points covered include developing a vision and mission, analyzing the external PESTEL factors and industry forces, conducting a SWOT analysis of the internal environment, and formulating objectives to support the mission and goals of the organization.
The document provides an overview of strategic management concepts including:
- The canoe theory is introduced to explain how organizations work towards a shared destination when all members contribute.
- Key models and concepts in strategic management are outlined such as Built to Last, Good to Great, differences between private and public organizations, and features of successful strategic management.
- The strategic management process is defined including scanning the external and internal environment, formulating strategy through developing a vision, mission, values, goals and objectives, implementing strategies, and measuring performance.
The document provides an overview of strategic management concepts including the canoe theory, vision, mission, values, goals, objectives, scanning the external environment, industry analysis, SWOT analysis, and the strategic management model. Key points include that an organization's vision should be inspiring and challenging, a mission describes the organization's current purpose and focus, values help establish organizational culture, goals support the mission by focusing on specific issues or directions, and objectives add specificity to goals by including measurable targets and timeframes.
This document provides an overview of key concepts in strategic management including the canoe theory, built to last principles, good to great findings, differences between public and private organizations, features of successful strategic management, lessons learned in strategic planning, why managers don't plan, the strategic management model, and components of strategy formulation like vision, mission, values, goals and objectives. It also discusses scanning the external and internal environment, industry analysis, competitive profiling, and implementing and measuring strategies.
Corporate and Personal Strategic Planning is a Process for Reaching Professional or Personal Goals. It can be used in coaching sessions for individuals, small businesses corporate teams or corportae planning to strategize action plans
The document provides an overview of the evolution of strategic management thinking and practice from the 1950s to the present. It discusses how strategic management has shifted from an emphasis on budgetary planning and control to a focus on positioning, competitive advantage, innovation, and reconciling flexibility with financial control. The key stages of the strategic management process and various analytical tools and approaches are also summarized.
The document provides an overview of Deloitte's approach to talent strategies. It discusses key workforce trends, Deloitte's point of view on talent management, and a framework for developing talent strategies. The framework focuses on identifying business priorities, critical workforce segments, and implementing strategies around developing, deploying, and connecting talent. The document also provides examples of diagnostic tools and a sample prioritization roadmap that can be used to assess an organization's talent programs and identify improvement opportunities.
The document provides an overview of Deloitte's approach to talent strategies. It discusses key workforce trends, Deloitte's point of view on talent management, and a framework for developing talent strategies. The framework focuses on identifying business priorities, critical workforce segments, and implementing strategies around developing, deploying, and connecting talent. The document also provides examples of diagnostic tools and a sample prioritization roadmap that can be used to assess an organization's talent programs and identify improvement opportunities.
The document summarizes a meeting of the Fox Cities Managers group that took place on September 8, 2009. It included introductions, a discussion of change management led by Tony Wickham, and plans for future meeting topics. The document also provides information on change acceleration processes and what organizations, teams, and individuals need to successfully implement change.
The document discusses key lessons from the Harvard Business School executive education program, including an emphasis on continuous and revolutionary change to maintain growth. It contrasts leadership and management, noting that both are required for business success. Leadership involves vision, strategy, and communication, while management focuses on planning, organizing, and controlling. The document also discusses the importance of values, passion, and vision in achieving long-term profitable growth for companies like J&J, Southwest Airlines, and Walmart.
Managing across the ITIL Lifecycle - ITSM Academy WebinarITSM Academy, Inc.
This document discusses managing organizational change across the IT service lifecycle. It begins by introducing the IT service lifecycle model and explaining that managing change requires considering organizational structure, culture, and processes. It then discusses diagnosing why change is needed, implementing change using a three step process, and identifying strategies to assess and manage change. Finally, it examines how organizational change aspects relate to each stage of the service lifecycle from service strategy through service operation. Key aspects include assessing culture, transition capabilities, and designing organizational change.
Taking Flight: from Aspiration to Transformational ActionPaul Boos
This is a revised deck for my Path to Agility Presentation.
Please see this web page to understand how you may use this material: http://paulmboos.com/about/creative-commons-license/
The document discusses various strategic planning concepts including strategic intent, vision, mission, business definition, goals, objectives, and critical success factors. Strategic intent refers to the long-term purpose of an organization. Vision describes what the organization would ultimately like to become. Mission answers questions about the organization's purpose and reason for existence. Business definition outlines the customer groups, functions, and technologies that define a company. Goals and objectives help operationalize the vision and mission, with objectives being more specific and measurable. Critical success factors are the key elements necessary for success in a given industry.
The document discusses the key concepts of vision, mission, goals and strategies for organizations. It provides definitions and explanations for each concept: A vision describes an organization's aspirations and desired future state without specifying how to achieve it. A mission statement expresses the overriding purpose and reason for an organization's existence. Goals are qualitative targets an organization aims to achieve, and should be consistent, feasible, understandable and agreed upon. Objectives are specific, measurable targets with deadlines that help achieve goals and missions. Strategies are the plans and approaches used to pursue objectives and achieve the vision.
The document provides an overview of a workshop on strategic planning. It explains the strategic planning process and model that will be used, which includes an environmental scan, assessment, setting mission, vision, goals and objectives, performance measures, and evaluating progress through a balanced scorecard. The strategic planning model outlines the key components and ensures the entire organization is aligned in executing the strategic plan.
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2. CANOE THEORY
Think of your organization as a long canoe
The canoe has a destination
Everyone in the canoe has a seat and paddle
Everyone is expected to paddle
Those who won’t paddle have to get out of
the canoe
Those who prevent others from paddling
have to re-adjust or get out of the canoe
There are no passengers in the canoe
The canoe theory understands crisis
The canoe theory says you have the right to
be happy
5. GOOD TO GREAT
Level 5 Leadership
First Who…Then What
Confront the Brutal Facts
The Hedgehog Concept
A Culture of Discipline
Technology Accelerators
The Flywheel and The Doom Loop
8. Features of Successful
Strategic Management
Has support of organization’s executive
officer.
Is user friendly.
Is participatory, not left to planners.
Is flexible.
Leads to resources decisions.
Engages and motivates all staff.
Is fresh and continuous, not static and stale.
9. Features (Continued)
Is Proactive
Not a Quick Fix
Part of Quality Management
Payoffs Increase over Time
10. Lessons Learned About
Strategic Planning
Plans must be tailored to organization.
No one size ‘fits’ all.
Time to complete takes longer – expect
50% more than planned.
Process needs a shepherd.
Visionaries needed at beginning and
detail types thereafter.
11. Why Managers Don’t Plan
Time Consuming
High Demands
Not Rewarded
Executives Don’t Support It
Too Risky
12. Strategic Management Model
Scanning
Where are we now?
Strategy Formulation
Where do we want to be?
Strategy Implementation
How do we get there?
Measurement/Performance
How do we measure our progress?
13. Strategic Management Model
Strategy Formulation
Where do we want to be?
Vision
Mission
Values
Goals
Objectives
14. VISION
Vision without Action is a Daydream
Action without Vision is a Nightmare
Not Optional
Stretch – 30+ Years
8-10 Words in length
Future State
Brief and Memorable
16. Vision Examples
“Light the Fire Within”
“A Safer Future for All Communities”
“See the Mountains – Breathe Freely”
To Be the Happiest Place on Earth
To Be the World’s Best Quick Service
Restaurant
17. Vision Levels of People
Some people never see it. (Wanderers)
Some people see it but never pursue it on
their own. (Followers)
Some people see it and pursue it. (Achievers)
Some people see it and pursue it and help
others see it. (Leaders)
.
18. Mission Statement
In the absence of a clearly defined
direction one is forced to concentrate
on confusion that will ultimately
consume you.
19. MISSION
What is our purpose?
Describes current state
Timeline is 3-5 Years
Builds on our distinctive competencies
Tends to focus on Core Business
30-35 Words in length
20. Mission Examples
“To Lead All Communities in Disaster
Preparedness, Mitigation, and Recovery by
Maximizing Assistance and Support.”
“Caltrans Improves Mobility Across
California.”
To produce superior financial returns for our
shareholders as we serve our customers with
the highest quality transportation, logistics,
and e-commerce.
21. Corporate Governance
What is it?
Codes of Governance
Role of the Board of Directors
Role of Top Management Team
Executive Compensation
23. Codes of Governance
The Cadbury Code: 1992
Sarbanes-Oxley Act: 2002
Public Company Accounting Oversight Board
“Triple bottom line”
Four major issues:
Ownership structure and influence
Fianacial Stakeholder rights and relations
Financial transparency and information disclosure
Board structure and processes (audit)
24. Role of the Board of Directors
Monitor
Evaluate and influence
Initiate and determine
Organization of Board
Insiders versus outsiders
CEO/chair position
Committees’ Effectiveness
25. Role of Top Management Team
Who is the TMT?
Executive Leadership and Strategic Vision
Articulates strategic vision for corporation
Sets the model for others to identify and follow
Communicates high performance standards and
builds confidence in followers’ abilities to meet
standards
Managing strategic planning process
30. Strategic Management Model
Scanning:
Where are we now?
Macro Analysis (STEP, PESTEL, ETC.)
Industry Analysis – Competitive
Intelligence
SWOT Analysis
Internal versus
External Elements
31. Why Scan?
To know your position in the environment
To respond effectively to constant change
To see the organization as a whole
To avoid surprises
To survive
To lay the foundation for strategic issues
33. Socio-Cultural Variables
Lifestyle Changes
Career Expectations
Regional Shifts in Population
Life Expectancies
More women in workforce
Greater concern for fitness
Postponement of family formation
Increase in temporary workers
34. Technological Variables
Total Federal Spending for R&D
Total Industry Spending for R&D
Focus of Technological Efforts
Patent Protection
Wireless Communications
Nanotechnology
Productivity Improvements
Genetic engineering
36. Political-Legal Variables
Antitrust Regulations
Tort Reform
Environmental Protection Laws
Taxation at local, state, federal levels
Hiring and Promotion Laws
Americans Disabilities Act of 1990
Sarbanes-Oxley Act of 2002
37. Demographic Variables
Aging Population
Rising affluence
Changes in Ethnic Composition
Geographic distribution of population
Disparities in income levels
38. Global Variables
Increasing Global Trade
Currency Exchange Rates
Emergence of Indian and Chinese
Economies
Trade agreements (NAFTA, EU,
ASEAN)
Creation WTO
40. Industry Analysis
6 Forces Analysis
Industry Competitors
Suppliers/Vendors
Customers/Clients
Potential New Entrants
Substitutes
Other Stakeholders
Role of Complementors
41. New Entrants and Entry Barriers
Absolute cost advantages
Access to inputs
Government policy
Economies of scale
Capital requirements
Brand identity
Switching costs
Access to distribution
Proprietary products
42. Buyer Power (Channel and End
Consumer)
Buyer volume and information
Brand identity
Price sensitivity
Threat of backward integration
Product differentiation
Substitutes
43. Supplier Power
Supplier concentration
Differentiation of inputs
Switching costs
Threat of forward integration
Cost relative to total purchases in
industry
44. Substitutes
Switching costs
Buyer inclination to substitute
Variety of substitutes
Price-performance tradeoff of
substitutes
Necessity for product or service
45. Degree of Rivalry
Exit barriers
Industry concentration
Fixed costs
Industry growth
Intermittent overcapacity
Switching costs
Brand identity
Diversity of rivals
Corporate stakes
47. Role of Complementors
Number of complements
Relative value added
Difficulty of engaging complements
Buyer perception of complements
Complement exclusivity
Tend to increase profits by increasing
demand for an industry’s products
53. Strategic Management Model
Strategy Formulation
Where do we want to be?
Vision
Mission
Values
Goals
Objectives
54. GOAL
Supports the Mission
Deals with One Issue or Item of Focus
Reflects a primary activity or strategic
direction
Describes the “To Be” State
“BHAG”
Encompasses a long period, i.e. at least
3 years
55. Goal Examples
Achieve excellence in the delivery of disaster
recovery and mitigation programs.
Professionally develop our employees as a
reflection of DAD’s key attributes and values.
Increase the supply of housing, especially
affordable housing.
Become a model for customer service.
To provide benefits in correct amounts and
issued in a timely manner.
56. OBJECTIVES
Add specificity beyond Goals
Answer the questions
What is to be accomplished?
When?
Should contain the SMART Elements
57. OBJECTIVES: SMART Model
Specific
Measurable
Aggressive but Attainable
Results-Oriented
Timeframe
58. Strategic Objective Examples
By June 30, 2005 achieve 75% rating on the
DAD service index from all stakeholders.
Increase sales growth 6-8% in the next 5
years. (P&G)
Cut corporate overhead costs by $30 million
per year. (Fortune Brands)
Operate 6,000 stores by 2010 – up from
3,000 in the year 2000. (Walgreen’s)
Reduce greenhouse gases by 10 percent
(from a 1990 bast) by 2010. (BP Amoco)
59. Strategic Management Model
Strategy Implementation
Everyone is Responsible
Few Guidelines
No Easy 10-Step Checklist to Follow
60. Strategic Management Model
Strategy Implementation
Most open-ended part of Strategic Mgmt
People implement strategies not
Organizations
65. Parable of the Bamboo
It takes patience and discipline to develop and
empower people; in fact, it’s like growing
bamboo. Once the seed is planted, you must
water it daily for four years before the tree
breaks ground – then it grows 60 feet in 90
days! Executives who nurture people can get
similar results…How, you ask, can such rapid
growth be possible? It results from the miles
of roots that develop in those first four years.
Preparing people to perform is the task of
leadership.
68. Definitions
Goal: Broad, General BHAG
Outcome: Desired end result and report
performance
Objective: What and When
Measure: A quantified unit that
assesses progress or achievement
69. GOOM Example
Goal 1: Achieve excellence in the delivery of
disaster recovery and mitigation.
Outcome: Increased Customer Satisfaction
Objective 1.1: By June 30, 2005, achieve
75% rating on the DAD Service Index from all
stakeholders.
Measure: DAD Service Index (DSI)
71. Why Measure?
Reactive Reasons
Government Intervention
Fewer Resources and Smaller Budgets
Increased Demand for Accountability
Mandated
72. Why Measure?
Proactive Reasons
Makes us more responsive to public needs
Provides feedback on mission
accomplishment
Creates blueprint for linking budget to
outcomes
Good management and good public policy
73. Measurement / Performance
How do we measure our progress?
5 Types of Measures
Input
Output
Outcome
Quality
Efficiency
74. INPUT Measure
Amount of resources needed to provide a
particular product or service.
Examples:
Number of FTEs or PYs
Number of eligible clients
Number of customers requesting service
Number of applications received
Number of sales orders received
75. OUTPUT Measure
Amount of products or services provided
Examples:
Percent of highways resurfaced
Number of police reports filed
Number of vaccinations given to school-age
children per year
Number of shafts produced in a single
operating shift
76. OUTCOME Measure
Reflect the actual results achieved and/or their
impact or benefit.
Examples:
Reduction in incidence of disease
Percentage of discharged patients living
independently
Percent of increase in tourists
Percent of monthly programmed sales orders
filled on time
77. QUALITY Measure
Reflect the effectiveness in meeting the
expectations of customers and stakeholders
Examples:
Number of defect reports compared to
number of reports produced
Number of course ratings in highest category
related to total number of course ratings
78. EFFICIENCY Measure
Also known as productivity measures.
Reflect the cost of providing products or
services.
Examples:
Output/Input
Output/Time
Output/Cost
Outcome/Cost
79. Keeping Plans Off The Shelf
All Staff Meeting
Announce Phases
Review and Assess Plans at Quarterly
Sessions
Sponsors and Team Leads for Strategic
Goals and Strategic Objectives
Deming Philosophy – PDCA
80. Developing Bench Strength
“Drill Down” Application
Sponsors, Team Leads, and Team
Members
Work Action Plan
“Project” Champion
Leadership Training
Leadership Conference Presentations