how are you getting your next generational leaders ready for leadership in your organisation?
DESCRIPTION
So often we earmark those we believe are ready for grooming as the successors to the executive roles in our organisations. We package plans on what we believe is needed to get them there....yet 70% of those selected for such roles confirm that the organisations ver rarely understand what they want and where they want to go. 65% go as far as claiming that they believe that the orgasnisations are "in this succession plan for themselves" and select coaching programs desired to meet organisational plans NOT their individual plans. Before you disagree, ask yourself - what percentage of those whom you had chosen as your successor - have left your organisation with 2-4 years of the program of them being groomed? Isn't it time you engaged a coach who truly understands the value of "matrix cohesion" in coaching where both - the employer and the employee benefit? Isn't it time you talked to us?TRANSCRIPT
- 1. WHAT MATTERS NOW
2. GLOBALIZATION CHANGEGlobalisations impact on employee work force, trade, income earnings, skill barriers & retrenchmentsATTRITION MANAGEMENTBalancing work and personal life: consultative approaches & retention strategies around employee needs - ME GENERATION CULTURE1FACT:THE END OF BUSINESS AS USUALDIGITAL WORK CULTUREThe RISE and RISE of an employee audience with an audience: talking to others via us, talking with others ignoring us...BRANDOPLOYEE BRANDOSUMERBusinesses are NO longer SOLE-CREATORS OR OWNERS OF of company brands & experiencesEmployees experiences creating living Company Reports: collective intelligence is the new employee influence on ethics!REAL-TIME COMPANY PERCEPTIONS 3. IMPACT >>> 4. How do we enable our es CAPACITY BUILDING strategi achieve itutional and societal level in order to to be deployed at individual, inst sustainable and measurable results?Why is our A TTRITION higher than ot hercompany?ts e right marke in th MPLOYEES TE d the RIGH ss? global busine ere do we n Wh where we doHow can weremain comp etitive in the talent marketplace ? 5. that Employees who believe ed management is concern abo ut them as a WHOLE PERSON not jus t AN EMPLOY EE are more pro ductive, . satise d, more fullle d more rs, mean satise d cus to me Satise d employees y. hich lead s to protabilit w Anne M. Mulcahy 6. HOW CAN CONNECTIVITY...WITH INTERNAL STAKEHOLDERS ENSURE THIS? 7. AND... WHAT IS MAKING THIS INTENT CHALLENGING? 8. 4 TYPES OF EMPLOYEESTM12DESTRUCTIVE FEARFULNESSCHEERLEADER FROM THEAGENDA-DRIVERGATECURRENT REALITY OPTIMIST OVERACHIEVER3PASSIVE REMOTE-CONTROL4PASSENGER 9. 4 TYPES OF EMPLOYEESDO WH OR MIN ICH GA A TY NI NT PE SA IN IS TI YO ON U ??? R ???DESTRUCTIVE FEARFULNESSCHEERLEADER FROM THEAGENDA-DRIVERGATEOPTIMIST OVERACHIEVERPASSIVE REMOTE-CONTROL PASSENGER 10. HOW DO WE GET EMPLOYEES SIGHT ON TRACK WITH COMPANYS VISION & GOALS? 11. FORCES WORKING TOGETHER 12. Growth is never by mere chance; it is the result of forces working together. James Cash Penney 13. ?t Employees who believe tha management is concerned about them as a WHOLE PERSON How do we not just achieve EAN EMPLOYE this? are more productive, . ore satised, more fullled m?ers, yees mean satised custom Satised emplo which leads to protability. Anne M. Mulcahy 14. IT ALL STARTS WITH ENABLING A WORK-ETHIC CULTURE OF#SUSSCCEIN EMPLOYEES.... IN TEAMS... IN ORGANISATIONS...: 15. SUCCESSCTIONARYSuccess landmarks are internal, not external Understanding how employee-mindset attitudes outdistance abilities Caring for and growing up with others a company is a businesss mandatory Community-centric success - it is the we in achievement which stands a better chance of becoming a legacy than the IExcellence as a choice is often selected by those who want to succeed Success seekers, want to enable other to change their lives for the better Success measurability can never be equated with what we dont have. 16. ENABLING YOUR SUCESS INTENT STARTS WITH... 17. 2coaching2coachingsuccesssuccess 18. THERE IS THAT PERCEIVEDAGPBETWEEN WHAT YOUR HUMAN CAPITAL CAN DO AND WHAT YOU WANT THEM TO DO VS.WHAT THEY WANT TO DO...!C 19. Need to boost organisational productivity by developing your next generation leaders... through... ...CGOACHINThen... 14201 [email protected]@[email protected] 20. toosYOUR organisational productivity by developing your Next Generation Leaders...??Need to b?? 21. W:www.mmutsi.co.za E: [email protected] M: +27 78 661 4201 22. WE THANK YOU FOR YOUR TIME IN REVIEWING THE INTELLECTUAL PROPERTY RIGHTS OF THE CONTENTS BELONGING TO MMUTSI STRATEGIC MARKETING [email protected]