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| STRATEGIC ALIGNMENT | ||
| Organization Diagnosis | ||
| STRATEGIC ALIGNMENT | ||
| Strategic Planning | ||
| The program is to provide participants the knowledge of the overall process of designing effective strategies to meet current and future business objectives. It begins with analyzing the business(es) they compete in, which includes the Industry, Competitors and Environment (political, economic, social and technological). This phase is the sole basis for determining the Key Success Factors of the organization. Upon developing the KFS, strategies and tactics are built around it, insuring consistent strategic directions with market needs. The last phase is the tactical implementation, which addresses the needed structure of the company, it’s human resource compliment, the culture and management processes to support the plans. | ||
| STRATEGIC ALIGNMENT | ||
| Communication Engagement | ||
| STRATEGIC ALIGNMENT | ||
| Talent Management | ||
| Talent management and succession management is not replacement management. It is making provisions for the development, replacement and strategic application of key people over time, and requires the identification of the organization’s values, mission, and strategic plans. It is a proactive approach that ensures continuing leadership by cultivating talent from within the organization through planned development activities. Talent management is the systematic attraction, identification, development, engagement/ retention and deployment of those individuals who are of particular value to an organization, either in view of their ‘high potential’ for the future or because they are fulfilling business/operation-critical roles. Succession management is the systematic identification and professional development of internal talent. Its goal is to cultivate internal human capital in preparation for assuming leadership roles and other key positions that may become vacant due to retirement, expected or unexpected separations. | ||
| COMPETENCY BUILDING | ||
| Executive Coaching | ||
| “Executive Coaching is a facilitative one-on-one, mutually designed relationships between a professional coach and a key executive who has a powerful position in the organization. The focus of the coaching is usually on the executive’s organizational performance or development, but it may also serve a personal component as well.” The coaching engagement is contracted for the benefit of a client who is accountable for highly complex decisions with wide scope of impact on the organization and industry as a whole. | ||
| COMPETENCY BUILDING | |||||||||||||||||||||||
| Advanced Leaderhip Development | |||||||||||||||||||||||
| This program provides instructions in the skills and strategies of leadership. This five-day program, which meets once a week for five weeks or for five consecutive days, focuses on personal leadership, coaching others for success, and linking performance to strategic goals. | |||||||||||||||||||||||
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| COMPETENCY BUILDING | ||||||||||||||||||||||||||
| Foundational Leaderhip | ||||||||||||||||||||||||||
| This three-day program is an introduction to the field of management. It covers general management and administrative skills new managers need to master in their daily work. This program may meet one day a week for five weeks or may be run for five straight days. | ||||||||||||||||||||||||||
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| COMPETENCY BUILDING | ||
| Coaching for Performance | ||
| Coaching for Performance is a skills development workshop to enable managers and leaders become better coaches for improved performance of people in the organization. It deals with various coaching approaches and the skills required to be successful. It allows participants to differentiate coaching versus other interventions such as mentoring , counseling, teaching and others. A structured coaching process is a key element of the workshop, which provides a standard approach (start to end) for the coaching engagement. | ||
| COMPETENCY BUILDING | ||
| Emotional Intelligence | ||
| Emotional Intelligence is the ability to sense, understand, and effectively apply the power and acumen of emotions as a source of human energy, information, connection, and influence. Emotional Intelligence (EQ) is the product of two main skills: Personal and Social competence. Personal competence focuses more on you as an individual. Social competence focuses more on how you behave with other people. | ||
| TEAM DEVELOPMENT | ||
| Team Development | ||
| Through our team development programs, we enable your participants with the proper mindset, behaviors and skills to be a high performing team. We customize each program to ensure relevance to your team's learning objectives - whether it be role clarification, developing team norms, conflict management, working with diversity or building cross-functional teamwork. Our team development processes are highly experiential, allowing participants to step back from their daily work routines and experience the same issues they have at work, in a simulated and safe environment. Our methodologies is constantly expanding, and currently includes business simulations, rhythm circles, ropes courses, adventure races, wilderness adventures, sailing, scuba diving. | ||
| TEAM MANAGEMENT | ||
| Team Profiling | ||
| Team effectiveness is largely dependent on the characteristics of its team members and the way by which they interact with each other. Through our team profiling tools and workshops, we are able to help your teams understand each other's strengths and differences, improve communication and deliver win-win results. Our toolkit currently includes Animal Profiles by Dr Janelle Barlow, and the Belbin Team Roles Profiling System by Dr Meredith Belbin. | ||
| TEAM MANAGEMENT | ||
| Conferences, Conventions and Kick-Offs | ||
| Whether it's for a group of 10, 100 or 1,000 participants, Management Strategies will be eager to partner with you in developing highly innovative teambuilding events to energize your kickoffs, conferences and conventions. All our designs are meticulously aligned to your theme, participant demographics, venue and budget. All programs are seamlessly organized by our project managers and powerfully delivered by our seasoned hosts and facilitators for a truly fun, relevant and memorable experience! | ||
| STRATEGIC ALIGNMENT | ||||||||||||||||||||||||||
| Branded Customer Service© | ||||||||||||||||||||||||||
| Branded Customer Service© is a practical guide to moving service delivery to a new level so that brand reinforcement occurs every time customers interact with organizational representatives. Developed by Janelle Barlow, PhD, founder of Branded Customer Service©, co-author of the best selling book of the same name and International Consultant for Management Strategies, Branded Customer Service is a methodology that provides solutions, tools, and products that you shape and implement from inside your organization. The key dimensions of the company – marketing, customer service, operations, and human resources – can be integrated with, and aligned to, your business strategy. It shows how to infuse an entire organization with brand values and create a recognizable style of service that reflects brand promises and brand images. | ||||||||||||||||||||||||||
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