Do you want to progress your career?
How to build your career plan, get clarity on what is expected of you and improve performance
Employees take control of their career planning and development through self-assessment of capabilities with managerial review.
A learning and development growth plan is built around existing and aspiring future role.
Personal objectives are agreed with management with continuous performance review.
Real time feedback is provided to foster learning in the flow of work.
Do you lead a team?
How to formalise your team’s operating manifesto and optimise team outcomes.
Teams agree on the team’s purpose and objectives, which are a combination of cascaded business planning objectives plus team initiatives.
The manifest determines how the team will operate, specific roles and responsibilities, how decisions are made and provision of a safe place for all team members to openly contribute.
Teams have their own performance dashboards with access by all team members and management.
Do you manage a business?
How to instil aligned autonomy, attack slippage and overruns and hit more targets.
Organisation purpose and strategies are defined and permeated throughout the organisation.
Accountabilities are agreed by cascading business objectives with clear outcomes and milestones.
Managers and team are given the autonomy to get on with their job.
The execution framework provides focus on agreed outcomes and dynamic reporting or progress.
Motivating people
Connecting employees to do more meaningful work.
- clarity of what is expected
- self assess capabilities
- devise a growth plan
- understand their contribution
- continual personal performance appraisal through Pulse Checks
Unleashing talent
Empowering teams to create solutions to deliver agreed outcomes.
- clear team purpose and objectives
- agreed way of operating
- team objectives above individual success
- a safe place for all team members
- regular assessment of progress to objectives and team members performance
Inspiring performance
Purpose, values and objectives permeated through the organisation
- managers have agreed objectives
- outcomes measured regularly
- dynamic reporting by project, teams and departments
- further cascading of objectives to teams
- adaptability and agility with new objectives and allocated accountabilities
Networked organisations are the future of work and The Kendo Way provides connectivity by flowing relevant information through the organisation with a top down cascading of purpose and objectives and push up from the bottom of capabilities, growth needs, individual and team initiatives. As things change anywhere in the networked organisation, the information is shared and responses can be made promptly, becoming agile.
Dynamic reporting is critical, be it the strengths of an individual team or a dashboard of personal objectives of an employee
Understanding the strengths of the team is key to leading it
Creating a team is easy but getting it to work effectively and optimise outcomes is a leadership challenge. One key element to this is understanding what the capabilities of the team are and how to balance the skills and strengths.
Personal dashboards provide continuous performance information
Motivating employees is a complex matter but agreeing clear goals and responsibilities is the start. But this is of little value unless they are measured continually and there is a rectification to variances from the milestones.