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Are You Part of a Leadership Pipeline?
For two years after I completed my term as STC president, I served as chair of the nominating committee. During my tenure, I developed a philosophy of nominations. Everyone the committee nominated for every open position had to have leadership potential. Those nominated for the director-sponsor position had to be capable of becoming STC president sometime in the future.
In an article in the May 2002 edition of theHarvard Management Update, Stephen Nelson argues that companies need to think about growing leadership talent in much the same way. They need to look closely at their strategic goals, analyze the leadership skills and abilities that are needed to accomplish those goals, and run a gap analysis. The gap analysis looks at the difference between the capabilities of existing leaders and the capabilities needed to achieve the goals. If the executives identify a leadership gap, they need to take immediate action to address the problem.
Try a Few FAQs
If I Could Add 5% to Your Profit Margin
If the above statement were true, would you hire me? If I could add only 0.5% to your profit margin, would you hire me? You might think that the answers to these questions are no-brainers, but it is amazing how many companies do not think in terms of what impact hiring someone has on the bottom line.
When companies aim for growth, they need to select a strategy to reach their target. Changing strategies has, or should have, an effect on documentation. Documentation can support a company in reaching its goals if documentation personnel understand what the company is aiming for. A common tool for selecting strategies is the Ansoff Matrix. The following article summarises the Ansoff Matrix and presents some ideas on how it affects documentation.