CYC, a not for profit needed to drive civic participation amongst young people.
The organisation needed a way to focus their people’s efforts on the strategic plan, as well as save time and drive efficiency. The hard bit was finding a platform that would deliver this, without compromising or restricting people’s passion and creative thought processes.

“Cascade provides an affordable & robust platform for planning, execution & most importantly evaluation. Our team is better empowered to achieve our objectives individually and as a group.”

Cascade in emerging markets: Greg’s Motor Spares had plans to grow in network of outlets in Namibia at an exponential rate. They knew that they were equipped with the right business model and people to execute their strategy. However devising the most effective solution and engaging their people behind that strategy was proving to be a challenge. Before even launching the system, the management team were able to use Cascade’s strategy framework to develop our detailed growth strategies..

“We knew what we needed to do, and Cascade provided the right framework for execution. We were impressed by how much Cascade helped us to clarify our strategy.”

Integrated Health Services, a Texan healthcare provider knew what they wanted to achieve but found that ‘business as usual’ activities were leaving little time for strategic planning and implementation.
Cascade was implemented in an effort to help them manage BAU whilst providing a clear framework for growth that the whole team could get behind.

“Cascade is the single most complete piece of cloud software I have ever seen. It’s the main tool that we’ll be using to run the business going forward”

In an industry where innovation is mandatory, Australian Financial Services provider CUSCAL needed a more effective way of taking their strategy out of PowerPoint, and into action.
The Bank had hundreds of employees spread across more than sixty business units, and their particular challenge was the alignment of broad business activities with the strategic plan.

“Cascade transformed our strategy, making it relevant to every single individual and their role.”

Strategic Execution requires a systemic process that provides the ability for all stakeholders (employees, contractors, vendors and customers) to understand their role participate in the execution of a company’s strategy.  Cascade provides a cloud based business process where ALL stakeholders can see progress and communicate with each other.

In the previous Talent Management Blogs, we defined “Talent Management” as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees and we reviewed how to develop a set of skills and competencies to drive Job Descriptions, hiring criteria and Performance Management.

Wikipedia defines Workforce Planning as
“a continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives.”

In simple and direct terms… (more…)

In the previous blog article on Talent Management, we defined “Talent Management” as a set of integrated organizational Human Resource processes designed to attract, develop, motivate, and retain productive and engaged employees. The initial step in the overall Talent Management process is to determine the skills and competencies a person requires to be successful in a given role.

Most organizations use “skills and competencies” interchangeably and define them as: the knowledge, expertise and aptitude to do something well; the (more…)

Talent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. John Hopkins University

I particularly like this definition as it first focuses on the outcomes from productive and engaged employees.

This is the model I follow when helping organizations “think about their integrated organizational Human Resource processes.” Whether you have a robust Talent Management process or you randomly (more…)

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…)

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:

(more…)