The degree of strategic workforce planning: Strategic workforce planning and management today are far more than just putting a “strategic” label on the term, in fact, making long-term strategic planning is a must-do thing in uncertain times. It’s about building a people-centric organization by leveraging information technology tools and resources often weren’t available in the past to do analysis and synthesis. The trick is when you find the right talent, make sure that they get placed into the most conducive environment in which they can flourish and make the maximum contribution not just to the business but to their own life for realizing their potential.
The degree of planning has a positive correlation with the degree of uncertainty and unpredictability, strategic workplace planning is really a collaborative effort. You have to look at it holistically be it as a department or ultimately at the organizational level. Effective workforce management focuses on attraction, engagement and performance alignment.
The degree of empowerment: Empowerment is about transforming someone (individuals or team) by increasing their capacities or abilities to help them make better choices that lead to desired outcomes. Empowerment doesn’t mean to make people cozy or just soften their words, it’s about understanding people’s strength, enforcing their accountability, and giving them a means to shine. There also should be a sense of trust and encouragement for the members who are not doing well or lack the skill to fulfill his/her role, empower them to learn and improve..To amplify collective potential, it is not about individuals, but how well the team works together. There is no space for prejudice, empower them.
The best practices for people and culture management include better understanding, better education, and better empowerment. Empowerment can multiply performance by quantum levels because it demonstrates the management's respect for the employee, their high expectations for excellence in performance, and their tangible and bold statement that the employee is valued and trusted to achieve high performance.
The degree of transparency: No doubt about it, transparency is a fundamental factor for unlocking performance. The transparent management is to transform the organization into the system approach, not through the command-control hierarchy only. You could supervise with control to enforce management discipline, but it has to be implemented systematically and communicated democratically. The transparent organizational processes and loosely coupled functions can be integrated into a set of business competencies that underpin seamless strategy management.
Business transparency can help business executives tell a story of the journey from the current state to the future state of enablements, improvements, accomplishments, and implementation of digital business strategies. Thus, transparency is also gaining in popularity as a component of leadership, but in uncertain times, the concept is complicated by managing paradoxes. For example, transparency can be a double-edged sword if the audience doesn't understand and embrace the intent in the right spirit.
The degree of flexibility: Technically, flexibility is about figuring out alternative ways to solve problems; psychologically, being flexible is simply an ability to learn and adapt to changes, and intelligence to explore new possibilities; Structurally,, enforcing business flexibility is about breaking down silos and being intentional about developing processes that encourage cross-functional communication and collaboration. The flexible organizational structure is implemented via the virtual team setting well mixing with the physical structure to achieve a balance between virtual worlds and the human connections.
Flexible organizations tend to have managers with the right mix of personal attributes, demonstrate a variety of skills, feel comfortable with ambiguity and respectful of processes, without being slaves to them. The culture of flexibility advocated by effective leadership is about bringing out the best in others, cultivating the trust necessary for people to feel comfortable being who they are and taking the risks necessary to fulfill their potential.
The degree of quality is in everything people do and experience: Quality readiness is a key indicator of overall business differentiation and maturity. Quality has both tangible and intangible characteristics. When you see it, you know it. As a degree of quality is in everything people do and experience. It’s about putting profound thoughts, abundant knowledge, effective processes, and efficient tools actually used in actions and delivering high-quality business solutions.
In reality, people are always the weakest link of organizations, from a talent management perspective, quality is the perfect mix of multiple characteristics. Quality employees are the ones who can think multidimensionally, work independently, have excellent problem-solving skills, well-disciplined, have a "customer focus," and bring positivity and wisdom to the workplace.
The digital workplace is fluid, alive, creative, vibrant, and productive. Generating positive change and building a vibrant working environment is a joint effort and co-responsibility of management and employees. A vibrant workplace and high-mature organization not only discovers the business purpose but also helps their employees discover the purpose, inspire positive changes, improve adaptivity, and unleash collective human potential.
Business transparency can help business executives tell a story of the journey from the current state to the future state of enablements, improvements, accomplishments, and implementation of digital business strategies. Thus, transparency is also gaining in popularity as a component of leadership, but in uncertain times, the concept is complicated by managing paradoxes. For example, transparency can be a double-edged sword if the audience doesn't understand and embrace the intent in the right spirit.
The degree of flexibility: Technically, flexibility is about figuring out alternative ways to solve problems; psychologically, being flexible is simply an ability to learn and adapt to changes, and intelligence to explore new possibilities; Structurally,, enforcing business flexibility is about breaking down silos and being intentional about developing processes that encourage cross-functional communication and collaboration. The flexible organizational structure is implemented via the virtual team setting well mixing with the physical structure to achieve a balance between virtual worlds and the human connections.
Flexible organizations tend to have managers with the right mix of personal attributes, demonstrate a variety of skills, feel comfortable with ambiguity and respectful of processes, without being slaves to them. The culture of flexibility advocated by effective leadership is about bringing out the best in others, cultivating the trust necessary for people to feel comfortable being who they are and taking the risks necessary to fulfill their potential.
The degree of quality is in everything people do and experience: Quality readiness is a key indicator of overall business differentiation and maturity. Quality has both tangible and intangible characteristics. When you see it, you know it. As a degree of quality is in everything people do and experience. It’s about putting profound thoughts, abundant knowledge, effective processes, and efficient tools actually used in actions and delivering high-quality business solutions.
In reality, people are always the weakest link of organizations, from a talent management perspective, quality is the perfect mix of multiple characteristics. Quality employees are the ones who can think multidimensionally, work independently, have excellent problem-solving skills, well-disciplined, have a "customer focus," and bring positivity and wisdom to the workplace.
The digital workplace is fluid, alive, creative, vibrant, and productive. Generating positive change and building a vibrant working environment is a joint effort and co-responsibility of management and employees. A vibrant workplace and high-mature organization not only discovers the business purpose but also helps their employees discover the purpose, inspire positive changes, improve adaptivity, and unleash collective human potential.
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