“Nothing is coincidence in strategical perception.” ~ Toba Beta
Before implementing new workplace strategies, processes, and/or rules, consider where you are at, where you are going, and who the people are who will get you there. In the end, consider if this is the right avenue you should be taking. Gaining the input of your staff members in this is critical if you wish to attain any degree of success.
It is critical for you to survey staff member needs and concerns, evaluate current work models, policies, training, processes, etc. to gain a realistic view of the workplace. A process to develop the transfer of knowledge and practices should also be in place, if not, then one should be developed.
SWOT – One of the key Strategic Analysis components is a Strengths, Weaknesses, Opportunities, and Threats (SWOT) Analysis. There are areas where we have added key questions to trigger you to think about generational diversity. Please keep your current generations that you have as staff members as well as people you do business with in the forefront of your mind. Also, consider your organization, products, and services and how they translate to future generations.
Gap Analysis – is a simple tool to give a snapshot of what the business looks like in critical growth areas and ultimately improve performance in each of these areas. We will look at a gap analysis for a one year period.
Goals – we define 1-3 and 5 year S.M.A.R.T. goals that align with the long-term goals established in the Organizational Identity plan.
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