Faster implementation of new Organizational Strategy 2.

Let’s expand on the hypothetical situation from my last blog: CEO Greg Martin discovers that his success depends on key irreplaceable people who haven’t documented their critical technology. So, Greg worries about "Vanishing Technology."

Greg can see how his company’s growth is stifled. So, he creates a new Strategic Objective and a BIG IDEA worth working for. But now, Greg worries about how to introduce his new Organizational Strategy into his existing organization.

Greg wonders... What about promotions? Demotions? Will key people leave? Should I fire so-and-so now? Should I bring in outsiders to fill new positions? In Greg’s mind, he can just hear employee's complaints...

"Why reorganize? We're doing just fine!"
"What's in it for me?"
"This reorganization is BAD! Management is getting ready to downsize, merge, layoff, sell the company, etc... guess I better get my resume out there!"
"How come I didn't get that position?"
"I don't like my new boss?"
"I like my boss - I don't want a new boss!"
"Why did you give away some of my responsibility!"
"Why did you put me in THIS department?"
"You gave my too much new responsibility!"
"I am a technician. I don't want to BE a boss!"
"I don't know HOW to be a boss / supervisor."
"I have seniority here, how come I didn't get the VP position?"
"You're giving out titles, more work, and no raises!"
"Yesterday, I supervised 12 people, now I have only 4! What's up with that?"
"Yesterday, you called me a manager, now you call me a supervisor. Why the demotion?"
"...yada...yada...yada..."

Now you know why I say, "For any position, be sure you have a Position Contract before you hire someone for that position." Why? This will give you an advantage because it predates an employee's hire-date and will eliminate or minimize new employee resistance.

But it's too late for Greg! Greg already has an organization and must start from where he is today -- he’s ready to introduce his new strategy to his employees.

But, Greg has trouble coming -- don’t ever take cooperation for granted!
(Continued in next blog.)

Wait!
Don’t forget to download your FREE 29-page Gift eBook (Acrobat PDF download) before it’s too late.

Until December 20th, I am offering my "7 Easy Steps Booklet to your Raise & Promotion" as a FREE GIFT for you and those in your mail list.

To download, go here and click the button. That's all there is to it!

============================================================
Exercise for the Serious Organization Builder.
Download an updated (FREE) version of the Business Builder Outline (PDF file).

"Hi Mike ... thanks for your Business Builder outline ... good overview of what to plan for! I am about to launch my business ... and want to make it 'franchisable' ... a 'timely' download ... Thanks again, Ash"

============================================================

HELP Profitable Venture Tactics help your colleagues.
This Blog relies on subscriber's participation. So, it stands to reason, the more subscribers, the more participation. You can expand the circulation by telling your colleagues about Profitable Venture Tactics.

Your business and management colleagues will thank you for being so thoughtful.

What did you learn today that you found most beneficial?
How will you apply what you have learned at work?

Please email your comments

Best Wishes for this Holiday Season!

Mike Hayden, Author

PS. If you're not on our P V T Roster, click here PVT sign up (FREE)
PPS. Click here to sign up for the PVT Forum (FREE).


* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
(c) 2006 Mike Hayden, All rights reserved. You may use
material from the Profitable Venture Tactics eZine in
whole or in part, as long as you include complete
attribution, including live website links and email link.
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *