Seize Tomorrow! Resources for Leading Change and Managing Successful Transitions

How Will You Transform Your Organization in 2010?

Business as usual doesn't work anymore. The economy, globalization, technology and competition have all dramatically changed what we all need to do to be successful for the future. So as a business leader, how will you transform your organization in 2010 so that you will be successful and thrive?

These are the conversations we have with our customers to help them prepare for a future unlike the past: 

• Organizing people, roles, practices, processes and systems for maximum effectiveness and agility
• Designing services to provide value in the new context
• Adopting new ways to connect and communicate with customers, employees, and stakeholders that exploit new technologies
• Rethinking sourcing models, decreasing overhead and eliminating waste
• Transforming your role as a leader 
• Leading change
• Staying ahead of the curve with technology

Contact us if you are interested in exploring these conversations more and transforming your organization. 

Are You Making Employee Feedback Count?

One of the most important responsibilities for business leaders is giving employees the feedback they need so that they can develop, and having a practice of continuously making well grounded assessments of your employees so that you are leveraging your most precious resource:  your employees and their potential.  

I was asked to speak on giving feedback to a TAB peer advisory board in Union tomorrow.  While preparing, I came upon some favorite resources that I have collected over the years.  Here they are for your benefit.

It all starts with well developed and communicated expectations for the role - click here for our worksheet Key Accountabilities.doc

Need help with approaching the conversation - check out these guidelines:  Initiating Feedback Conversations or this article: Learn to Be Constructively Critical

Here is an example of a appraisal form your organization can adopt to ensure all employees are getting relevant feedback on an ongoing basis: Performance Appraisal Form

Don't shy away from this responsibility!  In addition to the growth and alignment of the great employees you have, this is an opportunity to evaluate where you are settling for mediocrity and take the required steps to move employees who are not performing up to standards out of your organization.  

What do you find are some of the best practices?  As a leader are you making the time to invest in your people on a routine basis?