What is Strategic Agility? There’s ample evidence that, no matter how much analysis and planning is done, strategic planning is inherently flawed, quickly out of date, and rendered ineffective due to slow and incomplete execution. This post gives examples as well as an overview of three consultant perspectives highlighting principles of strategic agility and execution including tactical choices for competitive advantage.
Archive for the ‘Competencies’ Category
Strategic Agility: Adapting to Now & Next
Sunday, January 31st, 2010Revelation, Leadership Integrity at All Levels
Thursday, July 9th, 2009Power, pride, status. How about integrity? Status can be a distraction, an illusion. This post features a list of the signs of organization leadership that form spine and integrity, as I’ve observed over the years, with live links to the top leadership blogs up for
Change, Resilience and the Three-Legged Cat
Friday, May 22nd, 2009I could wax forth on a recent faculty group’s success this month with SWOT analysis (see Tools.) I could mention the success and angst of retreat design (see Tools, retreat process.) Instead, here’s a somewhat sentimental blog post on the positive aspects of the pain of change, at times overwhelming,
full of sighs, groans, and [...]
During Crises & Crunch, What Matters?
Sunday, March 1st, 2009Budget decisions define organizations, sometimes in new ways. Peter Drucker once stated, “Only three things happen naturally in organizations – friction, confusion and underperformance. Everything else requires leaderhip.” Questions that may arise during budget reductions are compared to the classic 7S structure model along with examples. Paul Harvey’s passing is also noted with a quote. –DN
Competency Work–Top Down, Bottom Up, & Middle in Higher Education?
Wednesday, January 28th, 2009Competency programs and models seem to be picking up speed in higher education – which may be connected with the impact of social media and the career development aspects of competencies.
“My current thinking on competency models is to consider them more as an ‘intermediate stage’ in the evolution (of capability building efforts) rather than as the final stage.” — Prasad Kurian’s blog post, and Alltop HR blog on HR, OD and Personal Effectiveness