Fast Start: Onboarding Systems
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Fast Start: Onboarding Systems
By: Admin
Every organization wants their new hires or transferred employees to “hit the ground running”. This is especially true for millennials who have significantly different expectations and new managers. The faster they get up to speed, the faster they start delivering results. An effective onboarding system will position a new employee or manager for success. It shortens the learning curve and ensures they are a contributing member of the team. Effective onboarding systems focus on these basic tenets: …Read MoreThis entry was posted in Organizational Development, on March 18, 2014 -
Employee Evaluations: Recent research further proves their ineffectiveness
By: Admin
A very interesting read on recent research that indicates that we, as senior leaders, really do need to reconsider how we provide feedback to our employees: vis a vis, something different than yearly static employee evaluations.
If you wanted any more evidence that traditional performance appraisal methods are (at best) counter-productive, then new research …Read More This entry was posted in Organizational Development, on February 27, 2014 -
Group50 Launches Organizational Development Practice
By: Admin
Bruce Dougan joins Group50 as the head of its Organizational Development Practice
UPLAND, Calif. — Group50® Consulting announced today that it has significantly expanded it consulting resources and tools in Organizational Development and change management.
Jim Gitney, CEO and Founder of Group50® commented….”Strategic ExecutionTM is the cornerstone of a company’s success and our sweet spot. Our clients want to work with a consulting firm that has broad expertise and deep bench strength. I am pleased to announce that Bruce Dougan has joined Group50 to head up its Organizational Development practice. Bruce combines Technical, Operations and Human Resources expertise to Group50 as a result of his various senior level positions over a 15 year career at Procter & Gamble and his consulting background. He …Read More This entry was posted in News, Organizational Development, on February 5, 2014 -
Business Hierarchy Of Needs
By: Jim Gitney
Achieve Excellence with the Business Hierarchy of Needs®
A Proven Framework for Strategic Execution and Change Management
Why do some organizations achieve sustained success while others “stop short” of excellence? The answer lies in their approach to strategic execution. …Read More
This entry was posted in Business Hierarchy of Needs®, Business Transformation, Company Physical, Continuous Improvement, Global Initiatives, M&A, Manufacturing and Distribution, Organizational Development, Strategy 5.0, on April 29, 2013 -
Restructuring A Large Manufacturing And Distribution Operation
By: Jim Gitney
- Plant production increased from 7,500 Grilles/day to 22,000 Grilles/day.
- 60+ products were redesigned and implemented with an average 12% cost reduction per unit.
- Units/employee tripled.
- Incident rates per hundred grilles were reduced 85%.
- Sales increased 7% and P&L improved by $30M, a 15% improvement year over year
- Service levels increased from 48% of 96%
- Completed in 11 months
This entry was posted in Case Studies, Continuous Improvement, Cost Takeout, Manufacturing and Distribution, Organizational Development, Strategy 5.0, on April 12, 2013 -
Performance Management as a Business Strategy
By: Jim Gitney
Performance Management is a critical part of a company’s business strategy. As shown in Level 2 of the Business Hierarchy of Needs®, performance management is the bridge between strategy and results. As we have spoken to senior executives around the United States, we have found that their perception of performance management is more tactical than strategic. We have found that functional organizations also see performance management as a check the box activity. Most companies view “performance management” …Read More This entry was posted in Business Hierarchy of Needs®, Organizational Development, Strategy 5.0, on March 2, 2013 -
Introducing a New Strategic Execution and Performance Management Tool: Cascade
By: Jim Gitney
Group50 has introduced a new cost effective cloud based performance management and strategic execution tool called Cascade. This system provides clients with the ability to achieve higher levels of employee engagement, monitor key strategy implementation, focus on cultural and performance objectives throughout the organization and institutionalize winning behaviors throughout their company.
Companies who have implemented Cascade have seen significant improvement in their operating performance at all levels.
Read more about utilizing Cascade for:About Group50® specializes in the development and implementation of manufacturing and supply chain strategies. The Group50 team are all former executives with well-known manufacturing and distribution companies who understand what it takes to put together and manage the implementation of a successful strategic plan. Group50 has designed a series of strategic assessments, workshops and strategic execution tools that eliminate the existence of Anti-StrategyTM. You can reach us at +1 (626) 644-9746, request more information here or send a note to info@group50.com.
This entry was posted in Continuous Improvement, News, Organizational Development, Strategy 5.0, on March 2, 2013 -
Morphing Evaluations Into Strategic Execution
By: AdminFor most employees, the yearly ritual of sitting across the table from their boss and receiving feedback on their prior year’s performance is completed. According to a study done by Leadership IQ, only 13% of managers and employees feel that year end reviews have a positive impact on them and only 6% of CEOs thought the performance reviews their organization used were effective. They believe that evaluations don’t impact strategic execution. So, given these dismal statistics, why do organizations continue to spend so much precious energy and time utilizing a system that is at best distasteful and at worst a waste of corporate resources and good will? The answer isn’t all that complex. It is what we have been taught to do during our careers and, given the lack of an acceptable alternative, something we continue doing. After all, we must do something to tell our employees how they are performing. Yearly evaluations have become a “check the box” ritual. This ritual can be retooled into a Strategy Execution Consulting Services process that maximizes the productive input …Read MoreThis entry was posted in Organizational Development, on February 10, 2013
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The Performance Management Conundrum
By: Admin
Senior Leaders who have performance management and employee engagement as a strategic objective face a conundrum. As we continue to dig into corporate needs, the same message continues to come through. Senior management knows that the economy isn’t going to allow them to resume the upward trajectory of growth like the good old days. As we continue to discuss ways to achieve these objectives, the conversation always comes back to performance management: Doing more with what you have. As any leader knows, …Read MoreThis entry was posted in Organizational Development, Strategy 5.0, on September 27, 2012 -
Culture in a Business That Works
By: AdminSuccessful businesses work. There are many definitions of success in business. One component common to all business success definitions is the generation of positive cash flow in the short-, mid- and long-term. Many variables factor into a business’s ability to generate positive cash flow; from an operations perspective, none are more critical than culture, strategy and execution. In this post we will focus on …Read MoreThis entry was posted in Organizational Development, on September 3, 2012
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