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Winter 2011 – OGTM
Having trouble with new year’s resolutions for your business? Combined with superior execution, OGTM is a simple, yet powerful framework that you can put into action for immediate benefit.
By definition, OGTM is an iterative process that helps management develop and deploy an integrated strategic plan across the organization, defining the specific actions needed to deliver competitive advantage at every level in the company.
Make strategy a continual process.
Make strategy everyone’s everyday job.
Align the organization to the strategies.
Here is an example of OGTM in action: a real-world case study with truly successful results.
A healthcare company experienced challenges with compliance in completing annual performance goals. Further investigation demonstrated that the goals on each individual appraisal form were the company’s overall strategic goals (i.e., the company goal was 0 accidents company-wide). Further, the goals were not linked to compensation or rewards for goal completion, and positive performance reviews were rewarded the same as neutral and negative reviews. The company was concerned that high performers may be lacking the motivation they needed to really stand out and that low performers were being coddled.
Brainard Strategy was asked to redesign the performance appraisal process and as part of this initiative, included the OGTM goal cascading methodology, which focuses company strategy on the actions that the individual can influence and to which the individual can be held accountable. As a result of this, goals on individual appraisals changed from everyone being held accountable for system-wide goals, such as: 0 accidents company-wide to action-oriented, individually-defined goals linked to the company strategy. For example, a hospital CEO’s goals may indicate accountability for maintaining a 0-accident policy at his site, a nurse may be accountable for using the hand washing station every time she leaves the nursing station, or for using appropriate lifting technique to avoid back injuries.
The greater specificity observed in the goals led to increased compliance in goal completion as well as greater attainment of the strategic objectives company-wide. The performance reviews were also linked to competitive bonus payments that were very favorable for high performers. An engagement study was done shortly afterwards to investigate the impact of these changes on the mid-range performers across the company to ensure that these changes in performance appraisals and compensation would not result in unwanted attrition. The results were quite positive and supported the continued use of the revised performance initiative.
Did you know…
SEC issues guidance regarding Succession Planning – Succession Planning continues to be a critical part of organizations Talent Strategy and we continue to build programs for companies that blend best practices and unique aspects of each company’s culture.
Unemployment rates are down according to the Bureau of Labor Statistics. Talent management could very well be the driving factor for many organizations. Read more from Trivantis.
Michael’s must reads
Looking for good insights on management? Check out these recent favorites from our resident bookaholic Michael Brainard.
How the Mighty Fall
Author: Jim Collins
This book acts as a reminder to all of us who work inside of corporations that we often tell ourselves lies about our current and future situation based upon hubris, past success, and collective thinking. The book reminds me in some ways to a book called “Corporate Cannaries” and above all reminds us all of the virtue of candor and uncomfortable truths. The principles in the book are not at all revolutionary but I think writing a business book from the “negative” stand-point is unique and is to be applauded.
Leadership and Self Deception
Author: Arbinger Institute
This is simply the best leadership book written more than 5 years. The discussion of how we all deceive ourselves reminds me of what I have known to be true. That is, those who seek to constantly “grind” their own self-concept and get REAL about who they are, are typically more impactful leaders. Additionally, I particularly hooked into the way that we all put other people in neat little boxes. This phenomenon is akin to how we all over-use stereotypes. While “boxes” and/or “stereotypes” make our world easy to digest and navigate it very often leads us astray. The work to see whole people and find value in all people with whom we come into contact is hard and relegated to the really impactful leaders.
Author: Marcus Luttrell
A non-traditional leadership book. This book documents the process for becoming a NAVY SEAL. It is incredible in that it documents the process from a SEAL’s perspective. These elite soldiers are selected and trained to be everything that a leader must be and then some. This book specifically then links the training and discipline attained from training to performance on the battle field. In my own experience, not as a SEAL but as a former wrestler and boxer, and as an aspiring leader (not great) I think that training and discipline centered around leadership is mandatory to become a great leader. Leaders may be born with some latent or innate skills but without focus, life-long learning, and discipline l am certain even those people will never become great leaders. We can all be great leaders with great effort!
Fall 2010 – Leadership Study
If you are involved in a non-profit organization in any way, we would like to partner with you so that you may share the benefits of a leadership assessment and development program. Our valued team member, Jennifer Konkin is conducting research on the factors that drive success of high performing leaders. Download the study details and contact Jennifer to get involved!
Did you know…
Offer a full leadership assessment and developmental feedback session to your leaders by taking part in this research study!
Benefits of Participating
Participants will receive a full developmental leadership assessment including:
Critical thinking ability
- Critical thinking
- Emotional intelligence
- 360 degree assessment
- Confidential, developmental feedback session to review results
The coaching feedback session focuses on:
- Understanding the results of the assessments
- How strengths in the assessed areas relate to performance
- Opportunities for development as a leader
Each participant will receive copies of their assessment reports, a total of 30 pages of personalized feedback!
We invite people in both management and non-management positions to participate in this free leadership development opportunity.
What will be requested from the Participant
Completion of 4 assessments will be required for full participation
- Average time for people to complete all 4 required assessments is 2 hours
- May be completed at the participant’s convenience online
Purpose of the Study
This research study examines the key elements of leadership and job performance. Research has shown that strong leadership skills contribute to superior performance in the workplace. It is the aim of this research to explore how specific leadership characteristics predict superior job performance for people in individual contributor and managerial roles.
Contact Jennifer Konkin