Ashley’s Reviews > Clash of the Generations: Managing the New Workplace Reality > Status Update

Step three, evaluate strategic issues. Strategizing means evaluating your long-term plans and goals and answering two questions. Do your plans align with the future you see for yourself professionally? Do you spend time each week working towards your company's strategic objectives? Step four, make a plan. After determining what to focus on, it's time to figure out how to make your plan happen.

Here are four steps from moving from the tactical to the strategic. One, delegate the small stuff. It's hard to let go of a task, especially when it's something quick that you're sure you can knockout in 20 minutes. 2, block time for strategizing. Spend time each day plotting out what you're going to accomplish that day....

Mob enforcer, cajoling and nudging will get you only so far. At some point you may have to lay down the hammer. Politician, unfortunately you've still got to manage up and that's completely different skill set than leading your employees. Air traffic controller, at any one point during a typical day, you're likely to have several major projects requiring your attention while also juggling a dozen other smaller tasks.

Expectations of today's manager, psychologist, to be a good manager you need to be able to understand the wants and desires of your employees and then put into practice motivational techniques that connect to those inner feelings. Forensic accountant. As you move into a management role, chances are you'll have budget responsibility. Head coach. Employees constantly need to hear that they're doing a good job...

Robert Pernik wrote that leadership development typically occurs in three related there is areas: technical - enhances the skills needed to perform work or to observe the work of others. Conceptual based on thinking in a more abstract or critical fashion. This is connected to creativity, strategic thinking, and decisiveness. Third, interpersonal, related to the ability to work effectively with other people.

role-playing with observer feedback. Shadowing executives. The goal of time career development to succession planning is to have the right people in the right place at the right time.

Individual coaching or mentoring from either an outside expert or qualified internal executive. Coaching and mentoring of other employees in their growth and development. Specific reading assignments with reports to senior leadership including discussions on how to use concepts and practices internally.

Rotational assignments in departments such as critical production areas that will increase the employees knowledge base or in areas where the employee needs development. Projects that are in line with the employees current skill sets yet challenging in some fashion. Classroom training or case study analysis with the results presented to senior management....

Career development planning for employees below the executive level, consider this two pronged approach: identify the critical job functions at the heart of your operations. What skills, knowledge, and abilities are needed to lead these positions? Next, identify the employees your company should work to keep. Conduct a gap analysis on your high potentials to determine where they are now and where they need to be..

To determine whether employees are productive, managers are increasingly relying on key performance indicators, KPI's. The KPI is a measurement of activity often called the metric that indicates how a team, department, or business is performing against its goals. If an activity does not directly influence employees achievement of business goals, then it's not a KPI but some other kind of metric.