Lead Change Blog
SEPTEMBER 25, 2019
Her situation demands better strategic thinking, more creativity and innovation, and greater agility and responsiveness. Increasingly, leaders exist in a much longer ‘span of control’ network. They need to get things done without too much ‘command and control’. My personal concern. appeared first on Lead Change.
HR Digest
AUGUST 18, 2023
This wave of HR value delivery emphasized the need for HR practices to contribute directly to the achievement of organizational goals. Organization: Cultivating the Right Capabilities for Success HR’s role in shaping the organization goes beyond traditional HR demographics such as the number of levels or span of control.
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N2Growth Blog
OCTOBER 25, 2016
Be dynamic and agile, not routine and static – most “strategy” firms offer inflexible, rigid, complex and time consuming approaches that eat up resources and yield only limited value. ” This kind of planning results in squandered resources and missed goals and objectives. Let me do that now.
Harvard Business Review
DECEMBER 23, 2016
Typical systems are fragmented between disciplines like HR (which focuses on the internal, “permanent” workforce) and Procurement (which focuses on the external, “contingent” workforce), each with different and competing goals. Why are typical work systems uncoordinated? Create one integrated workforce strategy.
Harvard Business Review
FEBRUARY 9, 2017
It has to put the strategy into practice with measurable objectives, consistent measurement of progress toward those goals, feedback systems to monitor activities along the way, and appropriate consequences for reaching or failing to reach the goals. The wrong approach leads to confusion over goals and to ineffectiveness.
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