A clear vision is the soul and seat of excellence. A mental and emotional promise of reality to come from which we set goals and proceed to achieve them.
How much do we know about our business environment? How will new developments and trends affect the way we do business? What are the concerns of our stakeholders?
Organization structure and job descriptions inline with Strategy.
Leadership is about developing people; it requires no title. Develop leadership and management capacity through on the job coaching.
Empowered people are proactive people; individuals managing their own work plans and activity-based budgets, and appraised on their performance.
Informed decisions make for successful outcomes. From staff to the board, timely access to the right information is critical.
Is the strategy working? Are we moving towards what we want? Can we do better? You certainly can not improve what you do not measure.
Change is inevitable, what worked earlier might not work anymore. Conscious and motivated people embrace change; personal development is pivotal in unleashing people's intrinsic motivation.
Chances are that at least 90% of the staff and Management in most public institutions would not know exactly what results they expect to achieve at the end of a quarter or year. Often achievement is mistakenly translated as implementation of activities. In the true sense of results, most staff and Managers work without clarity of results to be achieved. It is like walking without knowing where one is going. Continue reading...
Courtesy of Curtis Alan Jackson with no edits.
With increasing focus on achievement of results, role profiles are rightly replacing job descriptions even though at a somewhat slower speed than one would expect. In developing countries such as Tanzania, the use of role profiles is even scantier. It is a reflection of continued predominance of the traditional functional rather than results based outlook of the job. Continue reading...