Anti-Strategy and Information Gaps – Part VII

In our earlier posts on Anti-Strategy—situations wherein well-intentioned employees act against company interests—we’ve explored this all-too-common issue, some of its symptoms and how it shows up in various business functions. Today we consider the root cause: poor and/or untimely information availability and its damaging effect on a company’s culture. Absent information, particularly in a dynamic business environment, people tend to (more…)

In the Group50^® series on Anti-Strategy, we discuss how companies can unintentionally encourage well-meaning employees to act against their company’s best interests, whether through an unclear overall business strategy, a lack of information, or even badly designed sales compensation programs . In this series of blog posts, we’re going to address the question: How can businesses move from “Anti-Strategy” to “Actionable Strategy”? By “Actionable Strategy”, we don’t mean a strategy that lives in a PowerPoint presentation. We mean (more…)

The Talent Management process requires focus on the following critical elements:

• Recruiting
• Employee Development
• Compensation and Benefits
• Performance Management and Succession Planning

When recruiting, your analysis of the right candidate for your company’s organization needs to be comprehensive and specific.

As we all know, hiring the wrong person is disruptive and costly and in some instances creates strategic risk to the company. Employers need to understand a person’s fit based on the following five specific criteria:

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Working capital, cash flow and operating profits are primary measures of senior leadership performance. Companies audit their financials every year to validate compliance and performance, but typically don’t have an audit plan for critical business processes that impact these performance measures and the customer’s perception of performance.

There are 7 critical business processes that every company must (more…)