Synergizing Training Strategy with Corporate Strategy


The primary objective of synergy is that employees acquire all the skills and knowledge they need, but only what they need. What do they really need? Whatever is essential to formulate and fulfill a successful corporate strategy? Certain skills and knowledge are needed to determine what products and services the company should produce, and what kinds of technology should be used to produce them; other skills and knowledge are needed in order to apply new technologies most profitably.

Those who determine corporate strategy must calculate whether the organization is capable of acquiring strategically necessary skills and knowledge on schedule. In learning companies, therefore, a senior officer in charge of training takes part in formulating strategy. That individual can also advise whether a more ambitious strategy would be feasible from the standpoint of training, and can help subsequently to communicate the strategy to all parts of the organization.

Communication of the strategy is vital. Trainees and their supervisors take training seriously only when they believe it will further the company’s prosperity and their own. If they do not understand the skill and learning requirements of the corporate strategy, they cannot make valid decisions on how to achieve strategic goals.

Ultimately, it is the chief executive’s responsibility to see that the training requirements of corporate strategy are met. The key points to be monitored are program priorities, program objectives, and program outcomes.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact www.asifjmir.com, Line of Sight

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Building Shared Vision


The skills involved in building shared vision include the following:

  1. Encouraging Personal Vision. Shared visions emerge from personal visions. It is not that people only care about their own self-interest. People’s values usually include dimensions that concern family, organization, community, and even the world. Rather, it is that people’s capacity for caring is personal.
  2. Communicating and Asking for Support. Leaders must be willing to continually share their vision, rather than being the official representative of the corporate vision. They also must be prepared to ask, “Is this vision worthy of your commitment?” This can be difficult for a person used to setting goals and presuming compliance.
  3. Visioning as an ongoing process. Building shared vision is a never ending process. At any one point there will be a particular image of the future that is predominant, but that image will evolve. Today, too many managers want to dispense with the “vision business” by going off and writing the Official Vision Statement. Such statements almost always lack the vitality, freshness, and excitement of a genuine vision that comes from people asking, “What do really want to achieve?”
  4. Blending extrinsic and intrinsic visions. Many energizing visions are extrinsic, that is, they focus on achieving something relative to outsider, such as a competitor. But a goal that is limited to defeating an opponent can, once the vision is achieved, easily become a defensive posture. In contrast, intrinsic goals like creating a new type of product, taking an established product to a new level, or setting a new standard for customer satisfaction can call forth a new level of creativity and innovation. Intrinsic and extrinsic visions need to coexist; a vision solely predicated on defeating an adversary will eventually weak an organization.
  5. Distinguishing Positive from negative visions. Many organizations only truly pull together when their survival is threatened. Similarly, most social movements aim at eliminating what people don’t want: for example, anti-drug, anti-smoking movements. Negative visions carry a subtle message of powerlessness: people will only pull together when there is sufficient threat. Negative visions also tend to be sort term. Two fundamental sources of energy can motivate organizations: fear and aspiration. Fear, the energy source behind negative visions, can produce extraordinary changes in short periods, but aspiration endures as a continuing source of learning and growth.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact www.asifjmir.com, Line of Sight

Transformational Leadership


Transformational leadership is part of the new leadership paradigm, which gives more attention to the charismatic and effective elements of leadership. Transformational leadership is a process that changes and transforms individuals. It is concerned with emotions, values, ethics, standards, and long-term goals, and includes assessing followers’ motives, satisfying their needs, and treating them as full human beings. Transformational leadership involves an exceptional form of influence that moves followers to accomplish more than what is usually expected of them. It is a process that often incorporates charismatic and visionary leadership.

An encompassing approach, transformational leadership can be used to describe a wide range of leadership, from very specific attempts to influence followers on a one-to-one level to very broad attempts to influence whole organizations and even entire cultures. Although the transformational leader plays a pivotal role in precipitating change, followers and leaders are inextricably bound together in the transformation process.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact www.asifjmir.com, Line of Sight

Defining Behavior


Behavior is what people do. It is any measurable or observable movement, task, or activity of a human being, whether this is covert or overt. This definition includes a wide variety of human activities, among which should be a sufficiently broad range of behaviors to suit practitioners from just about every theoretical orientation.

Thus behavior includes those activities which are readily observable to an outside observer. But it also includes the range of covert activities, such as thoughts, which many people have not thought of as behaviors. Thus it enwraps measurability and countability.

To be considered a behavior, an activity must be observable and countable by someone. Covert behaviors are also measurable and countable, especially by the individual himself or herself.

It might be somewhat more desirable to have as a target for intervention behaviors that are observable by others, since this potentially would allow for more reliable measurement. As long as they can be measured or observed somehow, any behavior can be considered a potential focal point for intervention.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact www.asifjmir.com, Line of Sight

Disambiguating Cash Budget


Most people plan expenditures for food, clothing, and other needs on the basis of expected income. Along with these short-term plans, many individuals and families use income estimates to plan for long-term activities, such as college expenses, the purchase of a house or car. This process of planning for the financial needs of the future is called budgeting. A budget, whether formal or informal, is a plan for utilization of anticipated resources.

The budget of a business serves much the same function as an individual or family budget. Like a personal or family budget, a business budget plans the expenditure of anticipated funds for immediate and long-term goals.

One budget common to both large and small businesses is called the cash budget. The cash budget is a detailed plan showing how cash resources will be acquired and used over a specific time period. For many companies, this time period is monthly for the first three months of the budget period, then quarterly for the remainder of the year. A typical cash budget is composed of four major sections:

  1. The receipts section. This section consists of the sum of the opening cash balance and estimated cash receipts for the budget period. For many firms, the major source of cash receipts is sales.
  2. The disbursement section. This section consists of all estimated cash payments for the budget period. Examples are payments for labor and materials, taxes, equipment purchases, and advertising.
  3. The cash excess or cash deficiency section. The entries in this section represent the difference between the totals of the receipts section and the disbursements section. If receipts are greater than disbursements, there is an excess of cash. If receipts are less than disbursements, there is a cash deficiency.
  4. The financing section. This section gives an account of any borrowing or loan repayments projected to take place during the budget period.

While the cash budget is useful to all companies, it is especially helpful to small firms because management can exercise more control in matching income with disbursements, in negotiating loans with the most favorable interest rates and terms, and in planning investments when there is an excess of cash.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact www.asifjmir.com

Deconstruction of Complex Change


It is important to break the complex goals down into manageable sub-goals. Individuals tend to get paralyzed when the problem is too huge to tackle. To maintain our sense of competence, we must feel that our problems are controllable at our level.

Obviously each of the sub-goals would have to be further broken down. Once this is systematically done, the challenge does not appear impossible any more to the organizational members. Deconstruction scales down the magnitude of the problem, and this has a positive effect on the quality of thought and action because the emotions such as frustration, arousal and helplessness are kept at bay. When people are able to identify a series of controllable opportunities of modest size that produce visible results, they feel stretched and challenged. This evokes emotions of moderate intensities, where its contribution to performance of complex tasks is most beneficial.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact http://www.asifjmir.com

Transformational Leadership


Transformational leadership is a process that changes and transforms individuals. It is concerned with emotions, values, ethics, standards, and long-term goals, and includes assessing followers’ motives, satisfying their needs, and treating them as full human beings. Transformational leadership involves an exceptional form of influence that moves followers to accomplish more than what is usually expected of them. It is a process that often incorporates charismatic and visionary leadership.

Transformational leadership gives more attention to the charismatic and effective elements of leadership

An encompassing approach, transformational leadership can be used to describe a wide range of leadership, from very specific attempts to influence followers on a one-to-one level to very broad attempts to influence whole organizations and even entire cultures. Although the transformational leader plays a pivotal role in precipitating change, followers and leaders are inextricably bound together in the transformational process.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact http://www.asifjmir.com

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