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Alignment Through Engagement

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magniarini

The document discusses organizational alignment through employee engagement. It outlines the alignment process, including a force-field analysis to identify driving and restraining forces, developing a contingency plan to address potential failures, and creating an action plan with objectives, timelines, responsibilities and support needed. The key points emphasize focusing efforts on restraining forces in the analysis, considering failure scenarios in the contingency plan, and ensuring the action plan has clear, measurable and supported objectives.

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Organizational Alignment Through Employee Engagement Presented by: Al Magniarini Score513.org
The Alignment Process Force-Field Contingency Action Plan Analysis Plan Score513.org
Force ¨C Field Analysis Current State Driving Forces Restraining Forces Score513.org
Force ¨C Field Analysis Current State Desired State Restraining Forces Driving Forces Score513.org
Force ¨C Field Analysis Current Sales of Widgets Sales Reps Government Regulation Brand Recognition Sales Reps Location Inventory Control Patent Protection Cost of Materials Score513.org
Contingency Plan Inadequate Inadequate Compensation Training 1.2 Plan 1.3 Poor Poor Hiring Management 1.1 Sales 1.4 Reps Score513.org
Action Plan Objective: Relates to 1.1 - To improve the hiring process No. Action Responsibility Timeline Budget Support 1 Create Job John Doe 1/11/12 0 Managers Descriptions 2 Develop Interview John Doe 2/20/12 0 Managers Guides 3 Source Candidates Peter Gun 3/12/12 3,000 Finance 4 Screen Candidates Sally Star 3/20/12 0 Managers 5 Set up Interviews Peter Gun 3/25/12 0 6 Make Offer Hiring Manager 4/1/12 0 HR Score513.org
Key Points Force-Field Analysis ? List both Driving and Restraining Forces ? Concentrate Efforts on the Restraining Forces ? Rank Order ? Concentrate on ¡°easy wins¡± first Contingency Plan ? Angle of Approach ¡°What would make it fail¡° ? Who could we exclude from the process so that it fails. Action Plan ? Ownership ? Relate to the Contingency Plan ? Provide - Clear Objectives - Agreement - Measurable Results - Timetables - Support Needed (expertise, personnel, equipment, materials, etc.) Score513.org

More Related Content

Alignment Through Engagement

  • 1. Organizational Alignment Through Employee Engagement Presented by: Al Magniarini Score513.org
  • 2. The Alignment Process Force-Field Contingency Action Plan Analysis Plan Score513.org
  • 3. Force ¨C Field Analysis Current State Driving Forces Restraining Forces Score513.org
  • 4. Force ¨C Field Analysis Current State Desired State Restraining Forces Driving Forces Score513.org
  • 5. Force ¨C Field Analysis Current Sales of Widgets Sales Reps Government Regulation Brand Recognition Sales Reps Location Inventory Control Patent Protection Cost of Materials Score513.org
  • 6. Contingency Plan Inadequate Inadequate Compensation Training 1.2 Plan 1.3 Poor Poor Hiring Management 1.1 Sales 1.4 Reps Score513.org
  • 7. Action Plan Objective: Relates to 1.1 - To improve the hiring process No. Action Responsibility Timeline Budget Support 1 Create Job John Doe 1/11/12 0 Managers Descriptions 2 Develop Interview John Doe 2/20/12 0 Managers Guides 3 Source Candidates Peter Gun 3/12/12 3,000 Finance 4 Screen Candidates Sally Star 3/20/12 0 Managers 5 Set up Interviews Peter Gun 3/25/12 0 6 Make Offer Hiring Manager 4/1/12 0 HR Score513.org
  • 8. Key Points Force-Field Analysis ? List both Driving and Restraining Forces ? Concentrate Efforts on the Restraining Forces ? Rank Order ? Concentrate on ¡°easy wins¡± first Contingency Plan ? Angle of Approach ¡°What would make it fail¡° ? Who could we exclude from the process so that it fails. Action Plan ? Ownership ? Relate to the Contingency Plan ? Provide - Clear Objectives - Agreement - Measurable Results - Timetables - Support Needed (expertise, personnel, equipment, materials, etc.) Score513.org