Leadership Strategy: Connecting Organizational Goals - Plan

This presentation outlines a strategic organizational plan focused on aligning organizational goals with an improved leadership strategy at Sims's Hardware. As the new CEO, the plan emphasizes stakeholder expectations, including customers, employees, and shareholders. Key elements include individual growth, environmental concerns, community welfare, sales increases, customer satisfaction metrics, industry engagement, and professional development. The plan details resource allocation through weekly meetings and strategic use of retained earnings. It introduces a development plan with steps such as skill development, environment goals, community welfare programs, consumer behavior studies, and a focus on employee engagement. The implementation involves manager involvement, clear communication of objectives, departmental training, and regular reporting, concluding with an employment survey for corrective actions. The goal is to analyze and achieve individual goals that contribute to the organization's overall growth, addressing previous issues of communication and vision.


Organizational Plan
Connecting organizational goals with
leadership strategy

The aim of the presentation is to achieve organizational
goals with the help of improved communication and
improvised vision of Sims's Hardware. As an New chief
executive officer, I am suggesting the detailed plan which
is focused on all the stakeholder’s expectation including
customer, employees, and shareholder.
Introduction

The major elements integrated in the plan are:
 Individual growth
 Environment concerns
 Community welfare
 Increase in sales
 Customer satisfaction metrics
 Industry engagement
 Professional development
Elements of Plan

To achieve organizational goals the individual objectives
are linked with the management goals to improve
effectiveness of resources(Scott 2014) and the major
changes included are:
 Weekly meetings to discuss and plan the work and to
allocate the resources in right manner
 Recruitment of employees is put on hold to save
(Tomkins 2011)
 The retained earnings are utilized to implement the
changes
Resource Allocation


Steps Objectives Time
period
Activities Involved
Introduce skill
development of
employees
• Growth
• Job satisfaction
• Employee engagement
• Professional development
3
month
• Introduction of
micro learning
through mobile
phones
• Implementation of
compulsory
attendance
• Review will be
conducted
through test
Link of
performance with
incentives and
perks
• Motivation of employees
• Providing ownership to innovate
• Helps in measuring output
1 year Approval of board
Implementation
through managers
Development Plan


Introduction of
environment
goals
• Environment welfare
• Goodwill of the
organization
1 year • Environment
survey
• Introduction of
sustainable
community
Increase in
community
welfare program
• Stakeholder satisfaction
• Attraction for customers
1year • Employee
engagement
through perks
• Involvement
of social
media
marketing
Introduction of
consumer
behaviour study
• Customer satisfaction
• Improved after sales
services
1year • Customer
survey
• Study and
research

 To implement the plan the major changes in operation
includes manager involvement in every step of execution.
 The individual objectives should be clearly communicated
 All department heads should introduce plans like training for
increasing sales and adding new market(Kurt Kraiger 2014).
 The reporting of monthly and quarterly targets will be
approved by the chief executive officer.
 Introduction of employment survey to focus issues relating
to objectives for implementing corrective actions in the plan.
Implementation of plan

With this presentation, the aim is to analyse and achieve
individual goals outline to achieve the growth of the
organization. As discussed the major issues faced earlier
which were lack of communication and vision are solved
through this development plan.
It can be concluded that the role of the CEO is to achieve
stakeholder expectations to achieve the goal.
Conclusion

 Kurt Kraiger, JPNRDSSM 2014, The Wiley Blackwell Handbook
of the Psychology of Training, Development, and
Performance Improvement, John Wiley & Sons, Hoboken.
 Scott, MNLK 2014, Resource Allocation, Routledge, Abingdon.
 Tomkins, C 2011, Corporate Resource Allocation: Financial,
Strategic and Organizational Perspectives, John Wiley &
Sons, Hoboken.
Reference List