Carol Koby's Guest on WTDY Radio "All About Living".
Most strategic plans are never implemented. Organizations may put a great deal of time and effort into creating a strategic plan and then neglect to implement it.
To paraphrase author Patrick Below, the purpose of planning is not to create plans. The purpose of planning is to create results.
Creating a set of operating principles for how employees will behave towards each other and those they serve can be the foundation on which a more cohesive, trusting and trustworthy workplace culture can be created. And although giants like Google and Whole Foods Market have created operating principles, no group is too small or too large to take this step. As my article for Leadership Strategies, Inc. emphasizes, operating principles only have power if everyone from the CEO to the newest employee is expected to follow them.
I just read that only 3% of US homes do not have Email
Employees change desks each year for stronger teamwork at Care.com.
Three Secrets for a Successful Strategic Planning Process
I have facilitated close to 200 strategic planning processes. Here are three secrets for a successful strategic planning process. Also you can join me for a webinar “Successfully Implementing Your Strategic Plan” on Thursday, June 17, 12:00-1:15 p.m. CDT. The Magna Publications program is aimed at higher education, but the techniques are applicable to any organization.
Collaboration in Action
We have an opportunity to get up to speed on today’s most pressing leadership and human productivity issues. Human resource leaders in the Madison area are collaborating to offer a day of hot topics as part of a larger conference of the IPMA-HR Central regional conference. This collaborative learning event takes place on Tuesday, June 8, 2010 at the Madison Marriott West. (The full IPMA-HR event runs June 6-9.)
Even with only 29% of Americans saying they are engaged in their work, it can still be a hard sell to get organizations to question how their employees feel about working for them and how engaged they are in the work of the enterprise.
It’s an old fashioned approach to think we have to know all the answers before we are willing to communicate with clients, colleagues, customers or stakeholders. Inviting them to contribute to solutions is respectful and appreciative. This open approach is also very likely to shed useful light on the problem itself.
The World Café is a technique for really engaging people in questions and issues that matter to them. It combines doodling or drawing on the table followed by discussion and the opportunity to move to a different table with a different question and another round of writing, drawing and discussion.
If we really believed that our success at work depends on other people being successful in their jobs, what would we do differently?
I ask this in the context of exploring our interdependence as people working within the same organization. We Americans have a dim sense of our interdependence with each other and with the rest of the world.
Yet, no matter what our role is, we are supported by many other people of whose work we may know nothing. How many times do we think about the people who are on the roof fixing the leaks or the people who deliver the products or the people whose job it is to find resources for the organization or those who ensure that everyone gets a paycheck?
