Strategic Planning and Management Insights

Your workplace is a 5 layer dip - Here's how to make it delicious.

[fa icon="calendar'] July 13 / by Anthony Taylor posted in Human Resources- HR, Business strategy, culture, organizational development

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You might wonder why your organization looks like a 5 layer dip. 

 
Is it because you have different levels of management?
 
Maybe it’s because you have a few flavours and tastes in your organization?
 
In this context it’s actually because you could have 5 different possible generations working in your workforce.
 
You might not have a teen and a 60 old working in the same functions, however it’s very possible that you have 20,30,40,50, 60 somethings working in the same environments and having to communicate and collaborate together.

Get 15 Questions to Ask Your Team - Strategic Planning Questionnaire
 
Would you lead to a 20 year old the same way you would a 60 year old? 
 
Does it make a difference if they are 30 or 40? Maybe not for you, and maybe not for the other people being led, but who really know’s what’s going on behind the scenes.
 
Something to consider is that you have an eclectic mix of ages, genders, cultures and backgrounds that are all coming together for one goal. 
 
You see, there are layers to this analogy. (pun intended)
 
Much like a cook needs to balance the flavours and ingredients to create the ideal desired outcome, you as a manager have an opportunity to season your people with training, leadership, compassion, listening, motivation, discipline so that you can create the outcome that you want.
 
Each ingredient, each person, each group requires something a little different to bring out the best flavours.
 
Ultimately, you have one goal: Make your dish a success.
 
I don’t have any specific “advice” to give you about how to manage different groups and what they need to be successful. That’s not what I’m here to do.
 
My objective is to get you to recognize that all your people have to collaborate and meld together in order for you as a manager or leader to be successful.
 
How do you make that happen?
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Why is Frequent Strategic Planning Important for Non-Profits? Interview with Cecilia Reyes of the David Suzuki Foundation

[fa icon="calendar'] June 21 / by Anthony Taylor posted in Strategic planning, organizational development, nonprofit

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Cecilia Reyes, the planning and operations manager at the David Suzuki Foundation, joined us to chat about the importance of strategic planning in the non-profit sector. The David Suzuki Foundation is a Canadian non-profit organization with a head office in Vancouver, and satellite offices in Toronto, Montreal and Ottawa. Understanding the importance of a well executed strategy for non-profit organizations, especially fairly large ones like the David Suzuki Foundation, Cecilia recently led a strategic planning process to help guide the team and the organization over the next two years. 
Creating a strategic plan? Download our starter kit today!We asked Cecilia to speak to some of her best practices for leading strategy and teams. She shared valuable insights around: 

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How to use values to change behaviour

[fa icon="calendar'] November 21 / by Anthony Taylor posted in Change management, culture, organizational development

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As a leader you want your people (i.e. employees, co-workers) to be on the same page and all moving in the same direction. That's why as part of your strategic plan, you took the time to outline your vision, mission and objectives to make sure everyone KNEW where the organization was trying to go.
 
Through that process did you ever find there was resistance to the plan, or that people didn't know what they should be doing on a day to day basis to move forward on this new vision? Or worse, did they just do the same things they did before your strategic planning session and you feel like the time and money you spent were a waste?
 
Getting people on board with your plan is easier said than done. Including your team early on in the process can greatly help increase employee buy-in and follow through as they will understand the organizational values much better. 
 
One tool that we feel is underused in the manager's toolbox is the power of setting the values of the organization.
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