Intensive Subject-Matter Workshops on 'Execution-making it happen'
'Execution- Making it Happen' is an integrated subject, which transcends across multiple management disciplines includes strategic planning, execution management, Leadership, employee 'Execution- Making it Happen', decision management and problem solving.
Our training programs provide career and expert-level training workshops for all levels and roles with in an organization. Our training workshops are designed to build on-the-ground skills on ‘Making it Happen’. These training programs are highly customized and we conduct a high-level diagnostics on your context, your business needs and your skill-inventory.
Our workshops include the following imperatives:
Pre-Work: Through questinnaire based diagnostics and review of existing documentation, we get an understanding of your context around the subject of the workshop.
Delivery: Sharing the detailed knowledge-base in the context of your organization
Case-Examples: Where-ever applicable we use work-cases for reinforcing the subject, taking reference of your own projects.
Interactive situation-based discussions: We encourage the participants to discuss on how they apply the learnings in their own work-situations.
We provide a complete range of customized workshops on 'Execution- Making it Happen', encompassing 'technology, people and processes and business' for all levels in an organization. Here is the sample list of workshops.
We can transform your 'Execution- Making it Happen' Capabilities- Contact us for free and no-obligation Training Needs Analysis Session (bipmsales@ExecutionMiH.com)
Management Imperatives (MI) on performance management GOTO TOP
This work-shop provides a comprehensive primer on the management needs to reinforce/know on building world-class 'Execution- Making it Happen' culture and capabilities.
Workshop Agenda (Sample List)
'Execution- Making it Happen'- Setting the context
What do we mean by 'Execution- Making it Happen' and what does it include?
Myths of 'Execution- Making it Happen' and how to break those myths?
An organization can avoid ‘Dilbert’ quotes of 'Execution- Making it Happen'
Universal truths of 'Execution- Making it Happen'
'Execution- Making it Happen' can be ‘acquired’
You can’t wait for the right context to enhance 'Execution- Making it Happen'
....
Management Imperatives- Strategy Blue-Print and Business Plan
Compelling and engaging Vision and Mission
Well-oiled external and internal information channels
Mapping and Assessing external forces (Opportunities and Threats)
Mapping and Assessing internal forces (Strengths and Weaknesses)
360 degree stake-holder perspective
Robust Business modeling and planning platform
Alignment and Synergies
....
Management Imperatives- Designing Score-Cards and Dashboards
Scorecards vs Dashboards
What is happening?
Why is it happening?
What are we doing about it?
What is the expected change in performance?
Enterprise level KPI/Metrics definition and management
Horizontal and Vertical Integration
Cascading
....
Management Imperatives- Generating Score-cards and Dashboards
Consistent Performance and Development Review Process
Incentives and rewards designed to maximize performance
....
Management Imperatives- Leadership
What is leadership?
Leadership Competency Frame-work
Leadership Competencies
Measuring leadership along with results
....
Audience: Management at All Levels Training-Time: 8 hours- 1 day Number of Workshop slides/pages- 62
We can transform your 'Execution- Making it Happen' Capabilities- Contact us for free and no-obligation Training Needs Analysis Session (bipmsales@ExecutionMiH.com)
Scorecards and Dashboards- vehicles for world-class 'Execution- Making it Happen' GOTO TOP
There are two key building blocks of performance management
Scorecards & Dashboard as ‘Statement of Record’ of Performance’ providing ‘Information and Analysis’
Reviewing Performance to ‘Enhance the Business Strategy & Results’ generating ‘Decisions and Actions’.
This session focuses on the first building block
Scorecards and Dashboards not only are the tools for measuring and managing performance, but also represent the management style of an organization. This training workshop provides all what needs to know on concept, design, develop, implementation and change-managing dashboards.
Workshop Agenda (Sample List)
Scorecards and Dashboards- Setting the context
Performance Measures, Drivers and Indicators- The definitions
Scorecards vs. Dashboard- Difference in role and application
What scorecards and dashboards are not
Types of Scorecards
Types of Dashboards
Scorecards & Dashboard are the DNA signature of an organization
....
What makes a world-class Execution-Scorecard?
Focused
Comprehensive
Pro-active and Analytical
Actionable
...
What makes a good dashboard?
Instinctive
Blink-view and graphical
Selective
...
Addressing the challenges related to Execution-Scorecard and Dashboards
Audience specific format
Non-production and Non-BI based Data
Interpretation and Analysis
Change-management of scorecards and dashboards
.....
Step-by-Step Execution-Scorecard & Dashboard Generation Process
How your Execution-Scorecard will look like
How your dashboard will look like
Raw data preparation
Draft data review and approval
Horizontal Integration Check
Vertical Integration Check
...
Capabilities for Execution-Scorecard and Dashboard Generation
Business Intelligence
Data Quality
Work-Flow
KPI and Measures directory
....
‘On-the-ground’ Tips & Principles for Scorecards and Dashboard
Ownership and Empowerment
So-what principle
Vertical and Horizontal Generation
Execution-Scorecard generation is not an additional task
.....
Audience: Management at All Levels and Key MIS personnel Training-Time: 8 hours- 1 day Number of Workshop slides/pages- 56
We can transform your 'Execution- Making it Happen' Capabilities- Contact us for free and no-obligation Training Needs Analysis Session (bipmsales@ExecutionMiH.com)
Business Execution-Scorecard Review and Management Process GOTO TOP
There are two key building blocks of 'Execution- Making it Happen'
Scorecards & Dashboard as ‘Statement of Record’ of Execution’ providing ‘Information and Analysis’
Performance Review to ‘Enhance the Business Strategy & Results’ generating ‘Decisions and Actions’.
This session focuses on the second building block.
Workshop Agenda (Sample List)
Performance Review and Management Process- Setting the context
What is meant by Performance Review?
Scorecards & Dashboards- Fundamental Enablers
Imperatives of good Scorecards & Dashboards
Organization Readiness for ‘actionable’ performance review
.....
Performance Review Process Vertical & Horizontal
Start bottom-up
Spend time on score-card analysis
Functional Level Performance review
Enterprise Performance review
Process level performance review
Project level performance review
Stakeholder-level performance review
....
Imperatives of a Performance Review Sessions
Single performance report reference
Reference to outcomes of last session and interim updates
Focused
Time-bound
Well-Facilitated
....
Performance Review Session Outcomes
Key performance points
Actions list
Assumptions
Decisions and Agreement points
....
Tips and Principles of Performance Review
No public agreement and private disagreements
A clarity between disagreement on data vs. approach vs. outcome vs. assumptions
Audience: Management at all Levels Training-Time: 8 hours- 1 day Number of Workshop slides/pages- 61
We can transform your 'Execution- Making it Happen' Capabilities- Contact us for free and no-obligation Training Needs Analysis Session (bipmsales@ExecutionMiH.com)
Employee 'Execution- Making it Happen' (Ex-MIH) GOTO TOP
This session is on end-to-end process of managing performance at an individual (employee) level. The overall performance of an organization is a synergetic aggregation of all the employees.
Workshop Agenda (Sample List)
Employee 'Execution- Making it Happen'- Setting the context
Objectives of Employee 'Execution- Making it Happen'
What Ex-MIH is not
Employee 'Execution- Making it Happen' vs. Organization 'Execution- Making it Happen'
Employee 'Execution- Making it Happen'- Science and an Art
A paradox- Machines are ‘assets’ and employees are ‘expense’
Organization readiness for a world-class employee management performance capabilities
....
Ex-MIH Components
Business Plan communication and Alignment
Translating business plan into employee goals
Defining leadership competencies and demonstration expectations
Mapping goals with employee capabilities
Translating capability gap into development plan
Periodic Review
Incentives and Rewards Management
...
Business Plan Communication and Alignment
What is organization strategy and plan
What it means for my function
What it means for my team
What it means for me
What I have to stop doing, start doing or do differently
Are my efforts and time prioritized in alignment to organization priorities
....
Goal-Setting- ‘What to Achieve’
Cascading from top-down
Horizontal Alignment
Vertical Alignment
Focus on what is different
Work has to go on during goal-setting
...
Leadership Competencies- ‘How to Achieve’
Setting Strategic Intent and Alignment
Customer Focus
Fostering Innovation
Business and Financial Acumen
Communicating and Listening openly and directly
Lead diverse and collaborative teams
Develop self and others
Lead Change
Act with decisiveness
Manage for performance
Deliver Results
.....
Development Plan- ‘What and how to improve to meet expectations’
Realistic mapping of skills, knowledge and competencies
Development plan is much more than training plan (70-20-10 rule)
Development plan is employees responsibility
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SMART Goals and Development Plan
Specific
Measurable
Aggressive
Realistic
Time-bound
....
Periodic Employee Performance and development Review Process
Scheduled
Employee Self-Assessment
Manager’s Assessment
Discussion and Review
Enhancement, course-correction
Two-way process
Ad-hoc review vs. scheduled review
...
Incentives and Rewards – Aligned
Incentives for goals
Salary hike for leadership and Potential
Promotion for leadership and potential
Variability vs. Fixed
....
Tips and Principles for Ex-MIH
Employee and manager relationship
Avoid ‘follow-up’ culture
Feedback close to observation
Feedback does not mean only ‘developmental’ feedback
....
Audience: Management at All Levels Training-Time: 12 hours- 2 days Number of Workshop slides/pages- 105
We can transform your 'Execution- Making it Happen' Capabilities- Contact us for free and no-obligation Training Needs Analysis Session (bipmsales@ExecutionMiH.com)
Goals are focused on ‘what is to be done’ and leadership is about ‘how it is done’. Leadership makes an organization consistent, an admired institution and a long-term sustainable business
This session provides an end-to-end frame-work of building a leadership competency frame-work. It provides the details on the leadership competencies, defining the leadership expectations from a role and an employee, assessment of how well an employee is demonstrating the leadership, how assessment can be translated into development goals, structuring incentives and rewards to enhance leadership depth & breadth
Workshop Agenda (Sample List)
Leadership Competency Framework- Setting the context
What is leadership?
What leadership is not
How to fit leadership dimension into employee performance?
Born leaders vs. Acquired Leadership competencies
...
Leadership Competency Frame-work
Listing Leadership Competencies
Fundamental Description
Graded description (role-based)
Description for ‘Short of Expectations vs. Meeting Expectations vs. Exceeding Expectations’
Periodic Review of demonstration of leadership
Incentives and Rewards aligned to ‘leadership performance’
....
Leadership Competency- Detailed Description
Setting Strategic Intent and Alignment
Customer Focus
Fostering Innovation
Business and Financial Acumen
Communicating and Listening openly and directly
Lead diverse and collaborative teams
Develop self and others
Lead Change
Act with decisiveness
Manage for performance
Deliver Results
.....
Leadership Expectations- Context Sensitive
Role based Leadership Expectations
People management vs. Individual Contribution
Leadership expectation based on life cycle stage of an organization
Leadership expectations based on the type of function
Leadership expectations as per organization culture
....
Leadership Assessment and Feedback
Ad-hoc Assessment
Scheduled and Periodic Assessment
Self-Assessment and Manager’s Assessment
Giving leadership feedback is more ‘intricate’ than results feedback
Leadership assessment is not mathematical scoring alone
....
Incentives and Rewards
Potential is linked to leadership capabilities
Incentives for goals
Salary hike for leadership and Potential
Promotion for leadership and potential
Variability vs. Fixed
.....
Tips and Principles for building leadership depth
Leadership development plan needs to be focused
Leadership expectations needs to be focused
Leadership and Culture need to be aligned
....
Audience: Management and Employees at All Levels Training-Time: 16 hours- 2 day Number of Workshop slides/pages- 148
We can transform your 'Execution- Making it Happen' Capabilities- Contact us for free and no-obligation Training Needs Analysis Session (bipmsales@ExecutionMiH.com)
Key Performance Indicators and Metrics are the building blocks, which are used to construct the scorecards & dashboards, goal-sheets, 'Execution- Making it Happen' systems, Business Intelligence specifications and so on. KPIs and Metrics are sensors of all possible shapes & sizes in which an organization wants to measure itself. This session talks about how to manage these building blocks
Workshop Agenda (Sample List)
KPIs, Metrics and Measures (KMM) Management- Setting the context
Measures vs. Metrics vs. KPIs- Its not only a nuance
KMMs are enterprise resource
KMMs are consistent
Types of KMMs
Leading vs. Lagging
Balance Sheet vs. Profit and Loss
Financial vs. Non-Financial
Numeric vs. classification vs. descriptive
....
Imperatives of Good KPI/Metrics
Aligned to Strategy Blue-Print and Business Plan
Balanced Across Shareholders, Customers and Employees
Single Point of Ownership
A right mix of leading and lagging
Analyzable
....
Repository of KPIs, Metrics and Measures (KMM)
Repository Purpose
Title
Description
Calculation formula
Scenarios of Use
Interpretation
Standards
Exception range
....
Prioritizing and Selecting KPIs
High frequency reviews for simpler KPIs
Higher frequency should need lesser KPIs
5-7 KPIs for a given level
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Change Managing KMMs
Addition is better than replacement
Iterative
Cascading and lineage management
Single-point management
.....
Audience: Employees and Managers at all Levels Training-Time: 7 hours- 1 day Number of Workshop slides/pages- 56
We can transform your 'Execution- Making it Happen' Capabilities- Contact us for free and no-obligation Training Needs Analysis Session (bipmsales@ExecutionMiH.com)
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