Blog

Blog

Leslie Allan’s blog featuring news, articles and tips on all aspects of improving organizational performance through effective leadership, driving change and enhancing employee capabilities.

  • Leslie Allan’s Management Tip #6

    Leslie Allan’s Management Tip #6

    Management Tip #6: Let your employees know how they are performing -on a regular basis. What does this tip mean to you? How can you apply this tip to the way you manage your employees? What would you add to this tip to make it more helpful?

  • Communicating Organizational Goals

    Communicating Organizational Goals

    Clearly communicating the organization’s objectives and reporting progress engages employees to strive for peak performance. Setting Goals Setting clear organizational goals helps concentrate employee efforts on achieving those objectives. The key is to ensure that the goals are well-defined, relevant and unambiguous. For example, the fuzzy goal of “improving product quality” leaves employees with little idea of where to begin. What is “quality”? What quality attributes are more important, or are they all equally important? How much should quality be improved? Is a 30% improvement sufficient? What about 2%? Is it to be improved this year? Or this month? As…Read More »

  • Leslie Allan’s Training Tip #5

    Leslie Allan’s Training Tip #5

    Training Tip #5: A brain dump won’t reach the mouth, hands and feet. What does this tip mean to you? How can you apply this tip to your training program design and delivery? What would you add to this tip to make it more helpful?

  • Change Program Stakeholders

    Change Program Stakeholders

    Many change programs fail because one or more key stakeholders were not engaged in the process of change. Change Program Stakeholders For your organizational change program to succeed, you will depend upon a range of people. These people can be divided into five stakeholder groups. A stakeholder is any person with an interest in the process or the outcome of the proposed organizational change. Consider each group separately if you are to avoid one or more groups falling off the edge of the map just when you find that you need them the most. The table below provides a description…Read More »

  • Leslie Allan’s Management Tip #5

    Leslie Allan’s Management Tip #5

    Management Tip #5: Prioritize all your diary tasks with (H)igh, (M)edium or (L)ow priority or (U)rgent. What does this tip mean to you? How can you apply this tip to the way you manage your time? What would you add to this tip to make it more helpful?

  • Project Risk Management

    Project Risk Management

    Every important project does not go exactly to plan. Major events can threaten to derail your project altogether. Identifying Project Risks Every project has risks that threaten to cause project failure. Project risk management involves firstly identifying the risks that impact your project. These could be: a reliance on new and untried technology project funds contingent upon future profits inexperienced project team members late arrival of specialised equipment You don’t know everything, so it’s best to get as many people involved in the risk identification process as possible. The most efficient and effective process for identifying risks is to get…Read More »

  • Leslie Allan’s Training Tip #4

    Leslie Allan’s Training Tip #4

    Training Tip #4: Encourage learning communities where participants can discuss and practice what they have learned. What does this tip mean to you? How can you apply this tip to your training program design and delivery? What would you add to this tip to make it more helpful?

  • Employee Resistance to Change

    Employee Resistance to Change

    Excessive resistance to a change program will quickly kill any change initiative. Employee Resistance to Change – Why? No matter how well designed and planned your change program is, not everyone will be singing its praises. Employees resist change for a wide variety of reasons, ranging from a straightforward intellectual disagreement over facts to deep-seated psychological prejudices. Some of these reasons for employee resistance may include: belief that the change initiative is a temporary fad belief that fellow employees or managers are incompetent loss of authority or control loss of status or social standing lack of faith in their ability…Read More »

  • Leslie Allan’s Management Tip #4

    Leslie Allan’s Management Tip #4

    Management Tip #4: Employee trust can be lost in an instant, but take years to regain -if ever. What does this tip mean to you? How can you apply this tip to the way you manage your employees? What would you add to this tip to make it more helpful?

  • Training Needs Analysis

    Training Needs Analysis

    Creating effective training programs begins with completing a reliable and accurate Training Needs Analysis. Training Needs Analysis Purpose A Training Needs Analysis (TNA) is used to assess an organization’s training needs. The root of the TNA is the gap analysis. This is an assessment of the gap between the knowledge, skills and attitudes that the people in the organization currently possess and the knowledge, skills and attitudes that they require to meet the organization’s objectives. The training needs assessment is best conducted up front, before training solutions are budgeted, designed and delivered. The output of the needs analysis will be…Read More »