...of a Career Coach translating into the importance of long term success of an organization. It studies the meaning of career and what it means to an individual. It also covers the importance of a career coach and how having a coach helps in the approach to reaching certain goals. The management of an organization should understand the benefits, a career coach can bring to its processes and to its employees. Coaching is a process that involves certain factors for it to be effective, such as having the right environment as well as how and where it can be utilized. This report explores all that and to also study one such coaching model known as the GROW model. I would like to take the term of Career Coach and take the two words apart and focus on ‘career’. Career is not to be confused with a job though most people cannot clearly define the two given its similarities and the loose manner in which people use them in daily conversations. A job is born out of necessity and in most cases, out of requirement due to financial reasons. It is something that people do by offering their skill or service in exchange for monetary payment. They may or may not like what they are doing and satisfaction is all the more, a secondary issue. On the other hand, a career is something or a view that most people would take towards a particular occupation in which they hope, would be long term.’ Career’ is a term that evolves from ‘job’ with the difference coming from a few factors. In a career, people...
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...Yin – Yang: How Management and Leadership Styles impact Business Innovation April 2013 Houston, TX Lin Giralt • Introduction: Our conceptual framework • Engage: Review of Management Theories and Leadership Styles • Energize: How Companies Innovate • Empower: Some Ideas and How to Apply Them Lambda International Consultants.LLC + York Career Development, Inc. Agenda 2 OUR CONCEPTUAL FRAMEWORK Lambda International Consultants.LLC + York Career Development, Inc. Introduction 3 YIN YANG AND TAOIST THOUGHT 4 Lambda International Consultants.LLC + York Career Development, Inc. • Taoist concept, two complementary forces that make up all aspects and phenomena of life • Yin is a symbol of earth, femaleness, darkness, passivity/reflection and absorption • Yang is conceived of as heaven, maleness, light, activity, and penetration • There are a series of five elements that form the cosmos according to Taoist philosophy Lambda International Consultants.LLC + York Career Development, Inc. Yin – Yang: the concept 5 http://www.britannica.com/EBchecked/topic/653297/yinyang • Business Cycle – Dynamic Situation – Innovation is key to survival and growth • Complementary properties are important in evaluating innovations • Competition – Checks and Balances; new products vs. old • Broad spectrum of competing alternatives when selecting candidates for Innovation • When to be guided by one concept, the other, or...
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...Effective Leadership Development Seven Steps for Effective Leadership Development Introduction ....................................................................................... 1 Leadership Challenges in Business ................................................... 3 Elements of Leadership Development Programs ............................... 5 1. Determine the Best Leadership Style for Your Organization ...... 7 2. Identify Current and Potential Leaders Within the Company ...... 7 3. Identify Leadership Gaps ......................................................... 11 4. Develop Succession Plans for Critical Roles ........................... 12 5. Develop Career Planning Goals for Potential Leaders ............. 14 6. Develop a Skills Roadmap for Future Leaders ......................... 15 7. Develop Retention Programs for Current and Future Leaders . 18 Conclusion ...................................................................................... 19 Seven Steps for Effective Leadership Development Introduction The importance of business leadership is well articulated by this observation: A good leader can make a success of a weak business plan, but a poor leader can ruin even the best plan. That’s why developing effective leadership by using a consistent talent management program at all levels across the organization can return significant business value. To identify, attract, fill, and retain corporate leadership talent, companies need leadership development programs...
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...notable aspects of the company that human relations have played an integral role in shaping. McDonald’s has been particularly keen in using human relations skills within their organizational structure, including in the areas of career stages in career management, ethics, motivating performance, leadership, organizational change and culture, as well as valuing global diversity. These have all proved to be vital in paving the path for McDonald’s to achieve its goals, and human relations has been a major factor in doing so. Career management deals with taken responsibility for managing one’s career. Career management is compromised for career planning, career development, getting a job, career stages, and getting raises and promotions. Career planning is the process of setting career objectives and determining how to accomplish them. Career development is the process of gaining skill, experience, and education to achieve career objectives. Career stages refer to the different needs of people as they grow older during the span of their career. Human Relations in Organization by Robert N. Lussier breaks career stages down into different age groups: the 20, 30s, 40s and 50s, and the 60s and 70s. Lussier describes the 20s as the time when one is beginning his/her career where they must develop job skills needed and often work long hard hours to get ahead. The 30s are characterized as the time when managers develop expertise and show their strength as bosses. Lussier describes the 40s and...
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...measured as factors in future leadership development. The importance of business leadership is well articulated with the observation, a good leader can make a success of a weak business plan, but a poor leader can ruin even the best plan. That’s why developing effective leadership using a consistent talent management program at all levels across the organization can return significant business value. To identify, attract, fill, and retain corporate leadership talent, companies need leadership development programs focused on hiring strategies, employee development, and career and succession planning. Successful organizations need both leaders and managers, but there are fundamental differences between a manager and a leader. While leaders influence, inspire, and drive people to a common goal, the role of a manager is to keep the day to day operations of an organization running smoothly. Employee development must reflect these differences and provide development of both sets of skills. Major talent management functions all play a part in a comprehensive leadership development program, and can be well supported by a unified talent management technology platform, specifically: Recruitment to source leadership talent Assessments to evaluate leadership capabilities both internally and externally Performance Management to monitor and make course corrections in developing leaders Succession planning to avoid leadership gaps in the future Career planning to allow employees...
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...responsible for success. The career growth model at PepsiCo focuses on the development of leaders from within the organization. Career growth at PepsiCo is brought about by the close collaboration among employees, managers and organization. The extensive framework of people processes at PepsiCo ensures the effectiveness of translation of the career growth model into leadership development aligned with the larger business goals. These include performance management, talent and career development, 360-degree feedback, periodic reviews and succession planning. The leadership development model at PepsiCo basically considers five factors: * Proven results * Leadership capability * Functional excellence * Business knowledge * Critical experiences Proven results PepsiCo believes in reinforcing consistent business and people results from its employees. The track record of previous performances with lasting impact is thoroughly analyzed. For instance, Steven Reinemund had an immaculate track record in the company’s Pizza Hut and Frito-Lay divisions before becoming the CEO of PepsiCo from 2001-2006. Leadership capability PepsiCo provides a layout to assess an executive’s contributions to the organization as a leader. The various evaluations and 360-degree feedbacks employed by PepsiCo help bridge the gaps of leadership competencies for its executives. PepsiCo considers the following elements while training its employees for leadership and coordination skills: ...
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...Talent Development at PepsiCo Rosalyn A. Woodford Instructor: Dr. James Anderson HRM 532: Talent Management July 23, 2011 Discuss how PepsiCo uses its talent to sustain a competitive advantage in the marketplace: PepsiCo is a world leader in convenient snacks, foods and beverages with revenues of more than $60 billion and over 285,000 employees which was founded in 1898 by Caleb Bradham, a New Bern, North Carolina, druggist, who first formulated Pepsi-Cola. The company feels they have a strong, brilliant staff of individuals in leadership which consist of talent sustainability. The PepsiCo Company has four major divisions: 1. PepsiCo Americas Beverage 2. PepsiCo Americas Foods 3. PepsiCo Europe 4. PepsiCo Middle East and Africa Talent management is defined as the integrated process of ensuring that an organization has a continuous supply of highly productive individuals in the right job, at the right time (www.ere.net). PepsiCo tackles talent management from within the framework of talent sustainability (Silzer & Dowell, 2010). The company’s leadership-development approach is based on the principle that they need strong people in charge to be successful in the marketplace. They have a two point approach to the supervision and growth of their talent, which is: 1. Career Growth Model – this growth model is what PepsiCo uses to describe their approach to career growth...
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...The current issue and full text archive of this journal is available at www.emeraldinsight.com/0262-1711.htm Integrating leadership development and succession planning best practices Kevin S. Groves College of Business and Economics, California State University, Los Angeles, California, USA Abstract Purpose – Organizations often fail to utilize managerial personnel effectively for leadership development and succession planning systems, and many execute these critical practices through separate human resource functions that shift the responsibility for leadership development away from line managers. The purpose of this article is to present a best practices model for optimal development of the leadership pipeline and a series of practical recommendations for organizations. Design/methodology/approach – A group of 30 CEOs and human resource executives across 15 best practice organizations were asked via semi-structured interviews to describe the content and delivery of their respective organizations’ leadership development and succession planning practices. Findings – Analysis of interview data indicated that best practice organizations effectively integrate leadership development and succession planning systems by fully utilizing managerial personnel in developing the organization’s mentor network, identifying and codifying high potential employees, developing high potentials via project-based learning experiences and manager-facilitated workshops, establishing a flexible...
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...training plans and programs that support a workforce capable of achieving an agency’s mission and performance goals. DoD OIG’s strategic plan goal 3.l.2 is to identify core skill requirements for each position and identify/develop training to provide opportunities for staff to attain necessary core skill. An enterprise-wide competency and training needs analysis questionnaire will assist the organization in meeting the needs of both Title 5 401.201 and strategic plan goal 3.1.2. The development of a core competency model will provide an integrated approach for supporting the mission, goals, and strategies of the organization. A core competency model will assist with establishing succession management, aligning training and development to skill gaps, and planning for future workforce needs. The identified core and technical competency models will be used to leverage the organization’s human capital needs by defining consistent position descriptions, selecting effective training and development offerings, and proper planning for future training needs. The Training Needs Analysis (TNA) results will identify knowledge, skills and abilities unique to DoD OIG and identify if there are any gaps that impact performance. The training needs identified will...
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...succession planning as, who is going to take over the business? Succession planning is much more than just the changeover of ownership. Businesses must prepare to develop and interchange key employees and staff and anticipate and plan for the impacts that any transition in ownership could have. When succession planning is effectively executed, companies experience a smooth transition (Simoneaux & Stroud, 2013, p. 63). The best way to achieve this is for the company to choose an effective leader to step in. The reason being is that an effective leader can make sense of a weak business plan. Utilizing a compatible talent management program, the company can return a vibrant business model. Companies need leadership development programs focused on hiring strategies, employee development,...
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...ECE 312 WEEK 4 LEADERSHIP AND MANAGEMENT To purchase this visit here: http://www.activitymode.com/product/ece-312-week-4-leadership-and-management/ Contact us at: SUPPORT@ACTIVITYMODE.COM ECE 312 WEEK 4 LEADERSHIP AND MANAGEMENT The program effectively implements policies, procedures, and systems that support stable staff and strong personnel, fiscal, and program management so all children, families, and staff have high quality experiences. Rationale: Excellent programming requires effective governance structures, competent and knowledgeable leadership, as well as comprehensive and well-functioning administrative policies, procedures, and systems. Effective leadership and management create the environment for high-quality care and education by: 1. ensuring compliance with relevant regulations and guidelines; 2. promoting fiscal soundness, program accountability, effective communication, helpful consultative services, positive community relations, and comfortable and supportive workplaces; 3. maintaining stable staff; and 4. instituting ongoing program planning and career development opportunities for staff as well as continuous program improvement. Application: You are the director of your own center. Using Standard #10 in “Overview of the NAEYC Early Childhood Program Standards” and Chapter 7 as a guide, create an eight- to ten-slide PowerPoint presentation to share with your staff, demonstrating one of the following NAEYC points: 1. Program accountability ...
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...Training Program Development and Delivery The senior leadership of the customer service call center has realized that current practices are damaging the organization’s reputation and without making some serious improvements in training and development the organization will not have a future. Hiring a HR advisor to progress from their current state is the first step in the right direction. The HR advisor is responsible for providing the customer service call center with valuable practices to establish a well organized training program. In addition the HR advisor has to implement guidelines on how to educate and develop current and new employees. This paper will provide the necessary analysis to ensure that the customer service call center can increase employee satisfaction and therefore increase profits. Components of job analysis and design The first step in analyzing the situation in the customer service call center is to gather information on the organization’s business plans, the job descriptions, job specifications, and job contexts. Then continue with studying the essential functions for each job. “The analyst lists the tasks that comprise the job and determines the skills, personality characteristics, educational background, and training necessary for successfully performing the job” (Byars & Rue, 2008, p. 66). Analyzing the situation of the customer service call center takes time and requires input from employees, managers, and leadership. The HR advisor can pursue...
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...Professional Development Plan Student Name University of Phoenix LDR/531: Organizational Leadership Date Professor Name Professional Development Plan A professional development plan documents the goals, required skill and competency development, and objectives a staff member will need to accomplish in order to support continuous improvement and career development ("Duke Human Resources", 2013). The following paper includes a professional development plan based in a team A. This plan addresses the characteristics of the team and the manager. Also, this plan determines the needs of the team and is a tool for members to assess their skills, strengths, areas needing improvement, and the resources needed to help them reach their career goals. To create a professional development plan is important to identify the necessary resources and skills to support the team member’s career and the organizational goals. In this case, before create the plan; the manager and the team member accomplished an assessment to analyze the strengths, weakness and skills for each member including the manager. The assessment also provides the characteristics of each team member, with that information is more accessible create a professional development plan, in addition knowing the team member’s skills is more assertive assign the correct duty to each member. To prepare a professional development plan, as a manager, is imperative doing an individual plan too. "To maximize your professional...
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...and Space Intelligence Center (NASIC), with headquarters at Wright-Patterson Air Force Base, Ohio, is the primary Defense Department producer of foreign aerospace intelligence. NASIC develops its products by analyzing all available data on foreign aerospace forces and weapons systems to determine performance characteristics, capabilities, vulnerabilities and intentions. The center's assessments are also an important factor in shaping national security and defense policies. As the DoD expert on foreign aerospace system capabilities, the center historically has also been involved in supporting American weapons treaty negotiations and verification. NASIC is a very large organization of military and civilian personnel representing multiple career fields among several units. I chose to closely diagnose the section I work for who is involved daily with every unit within NASIC. The section I work in is a support element of the center known as the Commander’s Support Staff (CSS). Our staff prepares and processes administrative support actions relating to unit programs such as military decorations, in-processing and out-processing of personnel, notification of drug testing, separations and retirements, and enlisted and officer evaluations. We manage the unit leave control program and maintain a suspense system for personnel actions and correspondence. We also maintain and monitor duty status changes such as deployment, prepare and process unfavorable information files and adverse actions...
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...i PERSONAL LEADERSHIP DEVELOPMENT PLAN For ARIC W HALL Completed in Partial Fulfillment of the Requirements of OM 7170 – The Developing Leader Capella University August, 2004 Address: City, State, Zip: Phone: E-Mail: Instructor: Ina von Ber, PhD ii Abstract Title Personal Leadership Development Plan for Aric W Hall Abstract This leadership development plan is tailored for its author and is not a research paper in the traditional sense. The author begins with his personal framework for leadership. Included are the results of several leadership assessment tools, information from coaching and personal feedback, and insights into the author’s goals for career and leadership development. The report concludes with a few thoughts on future development and evaluating the progress of personal development. Hall, p. i Table of Contents Table of Contents Introduction Leadership Framework Assessment Assessment Tools EQ In-Action Profile Campbell Leadership Descriptor Myers-Briggs Type Indicator Coaching & Feedback Developmental Activities Evaluating Progress Appendix: My Assessment Outcomes Bibliography i 1 1 4 4 4 6 7 8 9 10 13 14 Hall, p. 1 Introduction Everyone needs to have a career development plan. In my case, that should include a leadership development plan. This particular plan begins with a leadership framework that encapsulates what I value in leadership. I am also happy to report that a large portion of the leadership assessment data incorporated herein...
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