- 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 ***
According to HBR.Org, quoting research from Zenger and Folkman, on average, managers first get their leadership training at age 42.
10 years after they begin supervising people!
Can you imagine waiting 10 years to send sales personnel to training on how to improve their ability to close a deal? Or would you wait 10 years to send customer service representatives to training on how to deal with frustrated customers?
10 years we wait!
And when we send them to leadership training, chances are we don’t want to hear or care about what they learned!
This is just crazy.
Author Gillian Davis and I offer the chance to win a free copy of First Time Leader via Twitter. Find out how at on the podcast at http://bit.ly/1jU0hyT
Paraphrasing a quote from Mandy Hale: Growth and change are painful but not as painful as staying stuck somewhere you don't belong. You will find that it is necessary to let things go; simply for the reason that they are heavy. So let them go, let go of them. I tie no weights to my ankles. - C.
Wonderful post here about leading through innovation by paying attention. My favorite section is:
Abandon worry that you may not have a complete solution.
Ideas are made to be expanded upon and built out! Realize that every change may not work on the first pass. Some changes need to be explored and adapted to fit evolving circumstances. All ideas contribute, but not every idea will bear fruit right away.
Some changes have to take root, be fine tuned, or combined with other simple ideas to become significant. Once you’ve found the sweet-spot, you’ll be able to lift your problem over the shoals and into the territory of progress.
It was truly an honor to have been joined by Professor Kim Cameron, on Leading Beyond the Status Quo this week. He is a true advocate for the power of forgiveness and its relevance to good leadership.
Professor Cameron explained that to be a strong and mature leader, we need to have the courage to face those who may have done us wrong and present an objective description of the issue. Strong leaders overcome the desire to get even and are able to list the negative consequences because of the action taken against them.
Unbeknown to me, Professor Cameron researched the Truth and Reconciliation Commission Hearings in South Africa and has actually visited the prison cell where Nelson Mandela was held.
Great scoop here via Kenneth Mikkelsen. It is amazing how our behavior can affect other peoples' mindset which, in turn will affect their behavior. Good lesson for any supervisor who wants to be considered a leader.
Here is my favorite section:
A leader’s failure to recognize and shift mindsets can stall the change efforts of an entire organization. Indeed, because of the underlying power of a leader’s mindsets to guide an entire organization toward positive change, any effort to become better leaders should start with ourselves, by recognizing the thoughts, feelings, and emotions that drive us.
Great scoop here via @davidhain. David, I totally agree with you and I would add that being vulnerable requires a lot of confidence!
Here is my favorite part of the post:
Your willingness to risk as a leader is contingent on your capacity to be vulnerable. Travis Waits shares about the armor that leaders put on which prevents their authenticity and effectiveness. Leaders make the most impact when they use their influence.
This in turn showcases the leaders character and ethics, who they are, from the inside out.
Organizational change is inseparable from individual change. Simply put, change efforts often falter because individuals overlook the need to make fundamental changes in themselves. Anyone who pulls the organization in new directions must look inward as well as outward.
Good but sad study here. Both the bullied and the bullies are hurting.
From the article:
As for what parents can do, Bogart said they can look for signs their child is being bullied. That includes signs of physical bullying, like cuts and bruises -- and subtler signals, such as acting withdrawn or not wanting to go to school.
But it's also important that kids learn not to be silent bystanders to bullying, Bogart said. Both schools and parents, she noted, can teach children to speak up when they see a classmate being picked on.
» 10,000 UpLifting Leaders | "…on the shoulder of giants."
I have been fortunate enough to be part of this amazing community for a few months. We are now elevating our efforts and ask you to join us.
On average, people who supervise others start leadership training at age 42! 10 years after they start supervising. Knowing this it is easy to see why many supervisors may be reluctant to learn new ways to lead more effectively.
Join us in the movement to help supervisors, managers and family members improve the quality of their leadership.