Whitepaper: Emerging Evidence – Business Performance and the Validation of HR Best Practices.

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What is the ONE factor that drives the business performance of an organization that is not widely understood by CEOs?

People.
HR best practices can help demonstrate that people, not financial capital or operating models, are the greatest asset of an organization. How?

This white paper explains it all. We will demonstrate how company-wide adoption of HR best practices and top-notch HR departments can positively impact business ROI. Joint research from HR Certification Institute® (HRCI®) and Top Employers Institute will help you put HR best practices at the forefront of your organization, and see meaningful results.

Access your free white paper by using the social links below!

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SUPER S.W.O.T.™ – Every group knows more—much more—than it thinks it does

Every group knows more—much more—than it thinks it does
SuperSWOT is a brainstorming tool you can use with your team to focus your strategy. It goes beyond the traditional SWOT by taking your strengths and weaknesses and combining them with opportunities and threats in your market. It comes in very handy after you’ve done enough market research but haven’t figured out exactly what you want to do yet. It can also help validate or invalidate someone’s pet idea.

Download the SuperSWOT Facilitation Template below:

INNOVATIVE STRATEGY DESIGN: A SuperS.W.O.T.™ is a powerful innovation session that unlocks intuitions about strategy by employing graphic exercises, quick provocative sketches, and questions designed to seek marketplace hunches.

How Does It Work?

We begin by asking participants to define their Competitive Landscape on a large Quad Map—where is your brand positioned, and where are your competitors? Now we ask: “Where do you expect to be in three years?” This is the 3-Year Strategic Path and it visually defines your strategic goal. Following this exercise, the group visually analyzes 6 to 8 Key Players (see “Sam” below.) Then we delve into your S.W.O.T. analysis and dig deep for Strengths, Weaknesses, Opportunities & Threats. As the session nears a conclusion, participants vote for the “Top-2” S.W.O.T. factors in each S.W.O.T. category. (The voting is almost always top-heavy and leads directly to strategic insights.) Finally, we begin work on your strategic Battle Cry. This is a short, motivating statement that will tell your people how to act—and your customers & prospects what to expect.

There are “4 musts” for a BATTLE CRY:

1) It must be focused on what customers want

2) It must ring true in the marketplace

3) It must be ten words or less

4) It must be memorable and “sticky”

What Makes SuperS.W.O.T.™ Different?

Your group’s innovative thinking is not simply described with words—it is brought to life by being visualized. For example, as a customer is discussed, John Emmerling quickly sketches a cartoon and asks for a name. “Sam,” someone might suggest, and the magic begins to happen: “Tell us what you know about Sam?” “Is he devoted to your brand?” “Or would he easily switch to a competitor’s brand?” “What ideas could increase your brand’s appeal to Sam?” One by one, important customers and other Key Players are sketched and profiled—a rich mother lode of insights is uncovered.

As “Sam” quickly takes shape, he gives us insights and ideas.

Who Is Involved? How Long? Where?

Conducted in your conference room, or at an offsite location, these sessions are typically attended by 12 to 20 key managers, although we’ve facilitated groups with as many as 30 participants. Participants usually include management, marketing, advertising, sales, research, public relations and communications. Invariably, this free exchange of insights and ideas is an enjoyable, stimulating experience for everyone. A session can require as little as four hours—on up to a full day.

The Session Report

At your option, within two weeks of the session a comprehensive report can be presented. Your group’s insights, intuitions, and innovations will be depicted and summarized—and the strategic directions suggested by your group will be highlighted. The report will include all Battle Cry candidates generated in the session and, if desired, we can include several additional Battle Cry candidates for your consideration. This report will be a tool you will use—again and again—to help keep your team on strategy with all eyes fixed upon the goals.

How Your Company Benefits From SuperS.W.O.T.™

We have facilitated a large number of these sessions across a wide range of industries. In every case, this process reaps your group’s combined knowledge and experience to reveal marketplace insights, create better customer understanding, and bring innovative focus to the company’s strategic planning. You can also gain the powerful advantage of a market-honed Battle Cry.

Contact us if you would want help running a facilitated Business or Talent Management Session.

Joel Omeike
Founder/CEO
P4PE Institute
info@p4pe.co
+2348098237473

Invest in Yourself…

entrepreneurship-innovation
DON’T FEAR FAILURE… FEAR BEING IN THE EXACT SAME PLACE NEXT YEAR AS YOU ARE TODAY!

Learn to fail forward fast. Successful people have failed more times than the average person has failed. But each time they get up and keep pressing forward to their goals.

Startup that new business today.

Join us for the ‪#‎SmartStartUp‬ weekend – The Only annual Startup and Entrepreneurial forum & workshop for people transiting from Career to Entrepreneurship and those trying or who have started a personal business!

Date: Fri, Sat&Sun, May 27-29
Venue: De Renaissance Hotel, Ikeja
Fees: N68,250 (Very Limited space)

Learn more at www.p4pe.co/smartstartup

CAREER TRANSITION: From Team Member to First-Time Manager

The jump from the role of individual contributor to a first-time manager is one of the most dramatic and most challenging leaps one can make. It requires a complete shift in how you see your role and in how you deliver results. And unfortunately, most new managers are ill-prepared.
Typically organizations promote their high performers into the role of manager. But just because someone is great at getting the job done doesn’t mean they know how to work through others to get the job done. The skills that served you as an individual are not the same ones you need to be a good manager.

According to a study published by the Corporate Executive Board Company, nearly 60% of first-time managers underperform during their first two years. And they are frustrated and unhappy in their role – more than 50% reported they would rather not manage people.

Why the Jump to First-Time Manager is So Difficult
Ken Blanchard, co-author of Full Steam Ahead: Unleash the Power of Vision, said that their research shows that the role of first-time manager is so difficult because they must contend with three new realities.

The Talent Grid

THE TOOL

The Talent Grid Whitepaper
The Talent Grid Whitepaper

Recognising leadership potential is no easy matter. It is one of the major research subjects in management literature. In this whitepaper you will find a description of the Talent Grid. What does this model have to add? It is an accessible and simple model, which has evolved from practical experience. The model has proved to be one that is easy to use by both professionals and management for the selection, assessment and development of talent. The added value of the Talent Grid lies primarily in the fact that it provides the opportunity for communicating in one ‘language’ on the issue of management qualities.

HOW TO USE THE TOOL

“Ambition and risk-taking are not easy to develop, but organisational sensitivity often is.”

The Talent Grid has a variety of practical applications. In assessing potential, the grid can help to determine the directions of development of (future) managers. It can also contribute to an objective approach to the discussion of comparing people, for example in personnel planning and promotion issues. It can be used as a general indication of differences between people (the axes), but also to identify the finer differences (in terms of behaviour) between people. Determining the behavioural characteristics makes it possible to approach the dimensions in an objective and measurable fashion. The manager can form a good impression of his (future) employee through criteria-based interviews and observations. The STAR methodology is often used in this interviewing technique. By posing specific questions on practical examples and specific situations, tasks, activities and results (S.T.A.R.) within those examples, quite accurate conclusions can be drawn regarding the competencies of the applicant or employee. The point is to collect examples of proven past behaviour as a prediction of future behaviour.

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WANT TO LEARN MORE ABOUT OUR PROGRAMME & SOLUTIONS?

Please feel free to contact us.

Joel Omeike! | Lead Consultant
P4PE Limited | Institute for Professional Excellence
Where is your business headed? Strategize. Execute. Grow.

Phone +234 809 054 6055 +234 1342.5617, Email: info@p4pe.co

INVEST IN YOURSELF. Ensure that a portion of your time is reinvested in your personal and professional development. Nothing is more rewarding.

Redo Your To-Do List

to-do-list

As the new year approaches – and with it the inevitable wave of self-improvement plans–we’ve identified some strategies for advancing your career in 2016.

From recovering from an office blunder to learning why it doesn’t pay to be Mr. (or Ms.) Nice Guy, this plan offers daily tips on what to do and how to do it.

You are juggling way too many projects and goals at once. There don’t seem to be enough hours in the day to get it all done. And the stress of keeping all those balls in the air is killing you.

I may not know you personally, but I’ll bet that’s a pretty accurate description of your work life. I’ve yet to meet a successful professional who feels like they have time and energy to spare.

You probably use some version of a To-do List to track of everything you need to accomplish. (There may even be another one on your refrigerator at home that contains things like clean out the backyard and paint the guest room.)

To-do lists seem like a good idea, but they merely catalog tasks–and cannot help you accomplish them.

If all you do is make lists of the projects you need to finish, odds are good that they will remain unfinished far longer than you’d like.

Decades of research on goal pursuit shows that when it comes to execution, there are two major pitfalls that keep us from doing the things we intend to do.

First, we don’t get specific enough about what exactly needs to happen – the various actions we must take to reach our goals. If, for example, your goal is to make a good impression on your boss, you need to break that down into component actions, such as arranging a weekly meeting or turning in reports on time. To-do lists be helpful on this end, so long as they contain specific actions rather than vague goals.

But the second problem – which To-do lists don’t solve – is that we miss opportunities to take action. Did you really have no time to work on that assignment today? No chance at any point to return that phone call? Of course you had time, but you were probably preoccupied with something else, or simply forgot about it until it was too late – something busy people routinely do. Achieving any goal means grabbing hold of these opportunities before they slip through your fingers.

The good news is that there is a solution to this second pitfall: It’s called if-then planning.

The trick is to not only decide what you need to do, but to also decide when and where you will do it, in advance. The general format of an if-then plan looks like this:

If (or When) __________ occurs, then I will _______________.

For example:

When it’s 3 p.m. today, then I’ll stop whatever I’m doing and work on that project.

If it’s Monday, Wednesday, or Friday, then I’ll go to the gym before work.

If it’s Tuesday morning, then I will check in with all my direct reports.

Studies show that this kind of planning will train your brain to be ready for a certain action at a certain time. On an unconscious level, you are actively scanning your environment, waiting for the situation (e.g., 3 p.m.) to occur. So you are much more likely to notice 3 p.m. when it happens, and seize the opportunity to take the action you included in your plan.

With each action on your To-do list, add a when and where. You can transfer your To-do list to your calendar if you prefer – just make sure that you pair what you need to do with details about when and where you’ll do it, and your productivity will soar.

Free Tool: The Job Competencies Mapping (JCM)

Job Competencies Mapping
Job Competencies Mapping

 

THE TOOL

The Job Competencies Mapping (JCM) tool is a tool designed for profiling jobs based on the competency requirements of the job within a job family. Upon completing a Profile, it can then be used along with the Employee Assessment Matrix tool to evaluate employees against the  various competencies presented.

HOW TO USE THE TOOL

This example shows the competency mapping for a hypothetical IT Group and Job Families. The COLUMNS represent the various roles within the department while the ROWS represent the various competencies applicable to the roles. The competencies are rated from 1-5 where 1 indicates Awareness or Novice and 5 indicates Expert/Pro/Guru.

For each Role/Job, specific competencies are selected that match the Roles at the required proficiency level (1-5). By transversing through all the competencies applicable you generate a full view of the various competencies required for success in the job roles.

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WANT TO LEARN MORE ABOUT OUR PROGRAMME & SOLUTIONS?

Please feel free to contact us.

Joel Omeike! | Lead Consultant
P4PE Limited | Institute for Professional Excellence
Where is your business headed? Strategize. Execute. Grow.

Phone +234 809 054 6055 +234 1342.5617, Email: info@p4pe.co

INVEST IN YOURSELF. Ensure that a portion of your time is reinvested in your personal and professional development. Nothing is more rewarding.

The American Shoe Size Won’t Fit The Nigerian HR Feet

Being in the talent measurement and management space, I was curious to see the standardized tests used by Nigerian organizations. These assessments were offered by talent measurement organizations headquartered in America or UK and are deployed widely to assess middle and senior management in Nigeria. I wrote a 30 minutes Leadership Personality Test and I could not help feeling amused after the assessment came to an end.

A particular section of the assessment probed me on my behavioural attitude towards a game of baseball and rugby. How can I relate to the sport for which I have mere fleeting ideas? How can a homegrown, Nigerian leader serving the Nigerian business context answer situational questions about baseball? The assessment intended to assess my leadership skills in a game of baseball. I am still wondering as to how could I be the intended audience for these questions.

This is where we need a correction. Nigerian organizations that deploy assessments which probe respondents on West-specific scenarios can never be valid for assessing the white collared Nigerian audience.

Simply put, the American shoe size does not fit Nigerian feet.

Yes, we need to come home.

Let’s talk if you are considering localizing your talent management to be in touch with local reality.

Free Tool: The Employee Skills Matrix

Free Tool: The Employee Skills Matrix
Free Tool: The Employee Skills Matrix

THE TOOL

The Employee Skills Matrix is an EXCEL tool used for assessing employees gaps based on predefined skills/competencies rated 1-5. You can change the parameters as you wish. The color codes helps you to view the skew of skills and gap in your organisation.

HOW TO USE THE TOOL

The Employee Skills Matrix is a very simple but very effective tool to assess the training needs of your organization, it is also a great guide as to the suitability of individuals for:

Additional tasks
Promotion (to a higher role)
Team/group participation
Suitability for a newly created position

And the employee skills matrix is a great discussion tool for performance reviews when used as an employee evaluation template, where the employees training needs can be assessed, reviewed and mapped out for the coming year. Also the level of skills attained may assist in the salary review of the individual compared to other employees, making this an important part of the overall performance evaluation forms.

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WANT TO LEARN MORE ABOUT OUR PROGRAMME & SOLUTIONS?

Please feel free to contact us.

Have an Excellent Day!

Joel Omeike! | Lead Consultant
P4PE Limited | Institute for Professional Excellence
Where is your business headed? Strategize. Execute. Grow.

M +234 809 823 7473 +234 1342.5617,
BBPIN -58D65064 | E joel.omeike@p4pe.co | W www.p4pe.co
Office: 36A, Acme Road, Off Agidingbi Road, Ikeja Lagos

INVEST IN YOURSELF. Ensure that a portion of your time is reinvested in your personal and professional development. Nothing is more rewarding.