- Strategy: a plan of action prepared to achieve the major goals of an organization. In order to take strategy into consideration for your planning efforts, you must define your goals as they relate and support the Vision and Mission of the organization.
A Strategic Plan should answer the following:
~Where are we going as an organization?
~What is the environment? (external/internal, this is critical to the vision)
~How do we get there?
For strategic planning, I use the following definitions:
Vision - What do we want to become? (Aspirational)
Mission - Why do we exist? What function does the organization perform? For whom does the org perform this function? How does the organization go about fulfilling this function? (Specific)
Goals - are the translation of the vision for each theme and answer “what do we want to do?” *Key Result Areas - It is helpful to organize the goals under broader labels, e.g. Product Design & Development, Financial, Branding, Marketing, Funding/Development, International Presence, etc
Objectives - are quantifiable metrics that show progress toward our stated goals
Strategies - these are the action plans that when implemented will achieve the objectives.
Tactics - day to day and week to week actions we take to implement our strategies, meet our objectives, and accomplish our goals.
*** Strategic Management means approving only projects and programs that fit the scope of the organization's mission ***
Creating an online community can be so rewarding. One of the first steps is to get in the mindset of your target audience and define what it is you want he or she to gain from your community. Do yo…
We can help others deal with situations they may be facing and need help with by providing an online community that shares relevant content, tools and tips.
Here is another great reason:
To Fix a Problem
If I had a dollar for every time I looked online for a solution to a problem or a quick fix, I could probably retire! The Internet is so accessible that most people reach for the keyboard before the user manual.
Establish an online community as an expert of something you love or create a question and answer forum for specific issues/needs – cooking tips, smart phone fixes, travel and vacation ideas, etc.
Do you have any online community ideas like the ones above? Tell me about them in the comments section below.
Momentum is one of the hardest aspects of change: you can easily create disturbance, but like ripples on the water, it soon fades away. True change requires momentum over time, and that can only be generated from within the community, not input from outside.
It's socially created and socially moderated, so almost by definition, it requires engagement from the community.
Our current organizational structures are not working.
If 80% of organizations disappeared, nobody would miss them!
This weeks show is all about how being accountable to ourselves, having self-respect and trusting ourselves, can motivate us in life AND propel us to lead past the leadership crisis at work.
And we connect all this to fitness with our guest, author and leadership expert, Rob Peters.
Rob and I are going to explore the connection between how "falling asleep" through our careers may be connected to our inability to stay active and and accountable to ourselves in our fitness and at home.
Inspiring story here of leading through the adversity brought upon by drug and alcohol abuse.
From the post:
There is no battle more worth fighting that the battle to save a child. There is no amount of money that could change my opinion on the financial, emotional, and family decisions that we made. In fact, I would do it all over again for what we gained.
This decision-making process places high importance on gathering information and gaining the support of other people affected by the decision.
Leaders hold themselves accountable for their decisions even in the face of catastrophic setbacks. They continuously reach for bold and ingenious solutions, which energizes them and keeps them and their supporters committed.
If you don't do this, you may be a boss or an executive, but, NOT a leader.
Today’s show is all about connecting the dots between fitness and leadership in the context of helping others. Leaders are people who help create other leaders and our guest is a leader that helps her clients develop the courage to identify their goals and pursue them.
As you will learn, she helps clients do this at at the gym and at the office!
Beach Body coachand leadership development professional, Kat Cannella, joined us to talk about the strong connections between being healthy, working out and developing her clients ability to achieve their professional goals.
The S.T.O.P. model is very interesting and the following guidelines are very helpful:
Design – 1. Minimum size font should be 30. 2. The maximum number of words on any given slide is 16.
Timing – 1. For every 20 minutes of presentation, use no more than15 slides. 2. Schedule in breaks every 10 minutes of your presentation. Our brains can only concentrate for 10 minutes without shutting off. Use exercises, role plays and videos to allow the audience to reset.
Speaking – 1. Don’t play 20 questions. Never finish with a standard q+a session. Budget in time to take questions, then finish with a story and a strong closing statement. 2. Go beyond words when communicating feelings. Words only account for 7% of the meaning, whereby body language accounts for 55% and tone 38%.
Karim Abouelnaga '13, CEO of Practice Makes Perfect, talks with ABC 7 about PMP's summer program.
PracticeMakesPerfect.org is an innovativeeducation organization that partners with communities to create high quality summer learning opportunities for inner-city youth from elementary school through college matriculation.
Through a holistic enrichment experience, students master concepts from our curricula that focuses on targeted skill development.
Great post here by Giant Leap Consulting on coaching through behavioral change.
Here are two critical steps:
7. Develop an ongoing follow-up process. The one key point of the follow-up is to answer the question, “Based on my behavior last month, what ideas do you have for me next month?”Notice it doesn’t focus on mistakes that might have been made. It focuses solely on the future and is positive. Then within 6 months ask the stakeholders to complete a two to six question mini-survey to determine whether the client has become more or less effective in the behavior he or she is working on.
8. Review the results and start again. It’s rare that a client doesn’t experience remarkable improvement. This process works when the client is serious and really wants to improve. The next step is to build upon this success by identifying the next behavior to improve. The continued cycle of success results in greater effectivness for the client.
As a kid, I was an overt and mean bully. As a manager, I learned ways of bullying covertly by hiding behind my rank. Although I may not have been as bad as other bosses, I was still a bully and very good at getting away with it.
In both situations, albeit years apart, I found ways to justify my behavior. I felt entitled to my actions! I was wrong both times and had to look in the mirror long and hard to face up to the fact that it was ME who needed to change.
Few concepts have received such widespread attention over the last two decades as that of leadership. Below, Guido Stein discusses the complicated balance between leadership and results, and considers the qualities that make a great leader.
Excellent scoop here via @RogerFrancis1. Professor Stein does a wonderful job of showcasing how leadership is different than being a manager.
From the post:
Influence. Leadership can be measured in terms of the influence the leader exercises over others, so that they do what the leader wants them to do and even want what the leader wants. Exercising such influence must come naturally, as in the phrase attributed to Margaret Thatcher: “Being in power is like being a lady. If you have to remind people that you are, you aren’t.”
Great post and free e-book from leadership expert Karin Hurt from @LetsGrowLeaders. I totally agree with Karen's views on Parenting and Leadership. Here is just one example:
It’s interesting to see leaders who take their servant leadership philosophy seriously at work, but have a more hovering approach when it comes to their children. In an effort to protect and scaffold, they actually overlook natural opportunities for their children to emerge as leaders.
The best way to learn the piano is to practice.
The best way to learn to do a flip-turn is to get in the pool and get some water up your nose.
The best way to learn leadership is by leading.
Our children surprise us when we stop looking for perfection and see the leaders that they are becoming.
- See more at: http://letsgrowleaders.com/leadership-in-children/parents-as-leadership-coaches/#sthash.CJBxqRX4.dpuf
Here is the blog post from my interview with @David Hain on my podcast#HealthyLeadership. David joined me to discuss the bullying trap that so many of us fall into in the name of achieving results.
Here is my favorite section of the post:
One rather abrasive executive actually told me:
“I don’t have time for this stuff. This is a waste of time and money!”
Like so many abrasive executives, he chose to criticize and ridicule the need to improve his organizational culture instead of the facing the fact that his staff was confused, fearful, and suffering from an extreme lack of trust in management.
I am fairly sure he had fallen into the bullying trap a number of times.