<?xml version="1.0" encoding="UTF-8"?><rss version="2.0" xmlns:content="http://purl.org/rss/1.0/modules/content/" xmlns:wfw="http://wellformedweb.org/CommentAPI/" xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:atom="http://www.w3.org/2005/Atom" xmlns:sy="http://purl.org/rss/1.0/modules/syndication/" xmlns:slash="http://purl.org/rss/1.0/modules/slash/" > <channel> <title>Strategy & Execution content from Kris McCleary, executive coach Kamloops</title> <atom:link href="https://krismcclearyconsulting.com/category/strategy-and-execution/feed/" rel="self" type="application/rss+xml" /> <link>https://krismcclearyconsulting.com/category/strategy-and-execution/</link> <description>Providing strategic planning, executive & business coaching, organizational change & project management.</description> <lastBuildDate>Thu, 13 Jul 2023 23:21:54 +0000</lastBuildDate> <language>en-US</language> <sy:updatePeriod> hourly </sy:updatePeriod> <sy:updateFrequency> 1 </sy:updateFrequency> <generator>https://wordpress.org/?v=6.7.2</generator> <item> <title>Making the Most of the First 90 Days in your New Job</title> <link>https://krismcclearyconsulting.com/first-90-days-new-job/</link> <dc:creator><![CDATA[Kris McCleary]]></dc:creator> <pubDate>Wed, 10 Nov 2021 23:16:22 +0000</pubDate> <category><![CDATA[Change & Transformation]]></category> <category><![CDATA[Strategy & Execution]]></category> <guid isPermaLink="false">https://krismcclearyconsulting.com/?p=700</guid> <description><![CDATA[<p>Congratulations! You've landed a new job! You've made it past the application process, the interview and the reference checks. Well done! After congratulating yourself for securing the new job, it’s time to start to thinking about setting yourself up to succeed in your new role. The first 90 days in a job are key to [...]</p> <p>The post <a href="https://krismcclearyconsulting.com/first-90-days-new-job/">Making the Most of the First 90 Days in your New Job</a> appeared first on <a href="https://krismcclearyconsulting.com">Kris McCleary Business Consulting | British Columbia & Alberta</a>.</p> ]]></description> <content:encoded><![CDATA[<p><span style="font-weight: 400;">Congratulations!</span></p> <p><span style="font-weight: 400;">You’ve landed a new job! You’ve made it past the application process, the interview and the reference checks. Well done!</span></p> <p><span style="font-weight: 400;">After congratulating yourself for securing the new job, it’s time to start to thinking about setting yourself up to succeed in your new role. </span></p> <p><span style="font-weight: 400;">The first 90 days in a job are key to determining whether you succeed or fail. It’s important to create a plan for the first 90 days to ensure you use your time and energy wisely, and don’t spin your wheels.</span></p> <p><span style="font-weight: 400;">Here are some tips on successfully navigating the first 90 days to ensure success:</span></p> <h2><span style="font-weight: 400;">Start to Build Key Relationships</span></h2> <p><span style="font-weight: 400;">Building strong, trusting and productive relationships with the right people is key to success in your new role. The first step is to identify who you need to build relationships with, and develop a plan to start to build those relationships. Some key relationships include your boss, co-workers and influential people in the organization who can help you succeed. It is important to map out these relationships then set aside time in your schedule to building these relationships. </span></p> <h2><span style="font-weight: 400;">Set Realistic Expectations</span></h2> <p><span style="font-weight: 400;">There are so many things you could be doing in your first 90 days, and it sometimes feels like you are drinking from a firehose. It is important to set realistic expectations with both your supervisor and with yourself. As you start to build a relationship with your supervisor, one of the key conversations to have is around their expectations for the role. Once you understand your supervisor’s expectations and priorities, you can negotiate for what you need to meet these expectations, ensuring not only that you understand the expectations, but that you also have the support, resources, time and training to meet them.</span></p> <h2><span style="font-weight: 400;">Accelerate your Learning</span></h2> <p><span style="font-weight: 400;">Once you understand the expectations for the role, make a plan of what you need to learn in the first 90 days to be successful in the job. Share your plan with your supervisor and talk about how you are going to learn these new skills and protect time in your calendar to dedicate to this task. Once done, you will have a learning plan that your supervisor supports with both time and money.</span></p> <p><span style="font-weight: 400;">If you’ve just landed a new job and want to ensure you get off on the right foot, I offer <a href="https://krismcclearyconsulting.com/executive-coaching/">customized coaching plans and one-on-one Executive Coaching</a> to ensure you get up to speed comfortably in your new role as quickly and efficiently as possible.</span></p> <p><span style="font-weight: 400;">My <a href="https://krismcclearyconsulting.com/product/accelerate-success-90-days/">three-month “First 90 Days at your New Job” package</a> gets you off to your best start. You’ll avoid traps and pitfalls and achieve a new level of success with an experienced and supportive coach (me!) at your side every step of the way.</span></p> <p><a href="https://krismcclearyconsulting.com/product/accelerate-success-90-days/">Find out more about the First 90 Days package here>></a></p> <p>The post <a href="https://krismcclearyconsulting.com/first-90-days-new-job/">Making the Most of the First 90 Days in your New Job</a> appeared first on <a href="https://krismcclearyconsulting.com">Kris McCleary Business Consulting | British Columbia & Alberta</a>.</p> ]]></content:encoded> </item> <item> <title>Leading Remote Teams</title> <link>https://krismcclearyconsulting.com/leading-remote-teams/</link> <dc:creator><![CDATA[Kris McCleary]]></dc:creator> <pubDate>Mon, 08 Nov 2021 23:07:54 +0000</pubDate> <category><![CDATA[Leadership & Talent Development]]></category> <category><![CDATA[Strategy & Execution]]></category> <guid isPermaLink="false">https://krismcclearyconsulting.com/?p=698</guid> <description><![CDATA[<p>Though some workplaces are going back to in-person work in late 2021, it’s a reality that organizations are moving to remote teams to run projects. Many companies like remote teams because of the savings on travel, office space, and the fact that many employees prefer remote work at least part of the time. However, different [...]</p> <p>The post <a href="https://krismcclearyconsulting.com/leading-remote-teams/">Leading Remote Teams</a> appeared first on <a href="https://krismcclearyconsulting.com">Kris McCleary Business Consulting | British Columbia & Alberta</a>.</p> ]]></description> <content:encoded><![CDATA[<p><span style="font-weight: 400;">Though some workplaces are going back to in-person work in late 2021, it’s a reality that organizations are moving to remote teams to run projects.</span></p> <p><span style="font-weight: 400;">Many companies like remote teams because of the savings on travel, office space, and the fact that many employees prefer remote work at least part of the time. </span></p> <p><span style="font-weight: 400;">However, different skills are required to effectively lead remote teams vs in-person teams. Under the right conditions and with the right leadership, remote teams can be more productive.</span></p> <p><span style="font-weight: 400;">Here are our tips on leading remote teams: </span></p> <h2><span style="font-weight: 400;">Understand the Needs of Each Employee</span></h2> <p><span style="font-weight: 400;">First, it is important to recognize that each employee has different needs in terms of supervision, contact, support and information exchange. Further, each employee has different motivators and interests. For example, some employees might really like working remotely, while others do not. It is important to treat each employee as a unique person and to try to understand them and meet their needs. Find out what makes each of your team members ‘tick’ and then tailor your communications with them to their needs and wants.</span></p> <h2><span style="font-weight: 400;">Choose the Right Communication Tools and Use Them Properly</span></h2> <p><span style="font-weight: 400;">One of the main challenges remote employees are facing is an onslaught of communications- from texts, notifications in online platforms such as Teams, email and phone calls. Each of these tools has a place in supporting remote teams, and it is important to pick the right tool for the type of communication. For example, a one on one meeting with a direct report might be most effective via phone instead of Zoom or Teams, as we know that people experience fatigue when they look at themselves on camera for long periods of time. It is also important that the communication is effective, so make sure to use instant methods such as phone when the issue is urgent, and use asynchronous communications such as email when the task can be done at a time that best suits the employee. FInally, ensure that everyone has access to the information they need to do their job effectively, whether that is access to policies, documents or guidance and support from their manager.</span></p> <h2><span style="font-weight: 400;">Create Team Cohesion</span></h2> <p><span style="font-weight: 400;">Social isolation is one of the biggest challenges remote workers report, and we know that for teams to be effective, their needs to be a sense of cohesion and trust within the team. As a leader, it is your job to ensure that your employees and teams have the opportunity to develop cohesion and sense of shared identity. This can be done remotely by hosting video meetings to simply socialize, without talking work at all. Cohesion and sense of shared identity can be fostered each day by allowing your teams to socialize at the start of video calls, before getting down to work. </span></p> <p><span style="font-weight: 400;">At Kris McCleary Consulting, I have years of experience <a href="https://krismcclearyconsulting.com/executive-coaching/">coaching leaders in building and leading effective teams</a>.</span></p> <p><span style="font-weight: 400;">If you are interested in maximizing the productivity and happiness of your teams, and succeeding as a leader, check out my </span><a href="https://krismcclearyconsulting.com/product/leading-remote-teams/"><b>Leading Remote Teams</b></a><span style="font-weight: 400;"> package. In this package I do a discovery session at the start of our work together to learn about your unique situation. </span></p> <p><span style="font-weight: 400;">We’ll then create a custom growth and development plan to guide our work building your ability to lead remote teams. We’ll hold coaching sessions every two weeks so you have time to try the techniques and master the techniques you need to build and lead productive remote teams.</span></p> <p><a href="https://krismcclearyconsulting.com/product/leading-remote-teams/"><span style="font-weight: 400;">Let’s get started leading better remote teams>> </span></a></p> <p>The post <a href="https://krismcclearyconsulting.com/leading-remote-teams/">Leading Remote Teams</a> appeared first on <a href="https://krismcclearyconsulting.com">Kris McCleary Business Consulting | British Columbia & Alberta</a>.</p> ]]></content:encoded> </item> <item> <title>3 Things A Strategic Plan Must Do</title> <link>https://krismcclearyconsulting.com/3-things-a-strategic-plan-must-do/</link> <dc:creator><![CDATA[Kris McCleary]]></dc:creator> <pubDate>Wed, 22 Aug 2018 15:26:33 +0000</pubDate> <category><![CDATA[Strategy & Execution]]></category> <category><![CDATA[Organizational Effectiveness]]></category> <category><![CDATA[Strategic Planning]]></category> <guid isPermaLink="false">https://krismcclearyconsulting.com/?p=365</guid> <description><![CDATA[<p>1. Reflect the current situation in an honest way Clearly and accurately identifying the current state of the organization via a SWOT analysis is a key step in strategic planning. Organizations need to have a clear and honest understanding of what is working well and areas for improvement in their organization in order to identify [...]</p> <p>The post <a href="https://krismcclearyconsulting.com/3-things-a-strategic-plan-must-do/">3 Things A Strategic Plan Must Do</a> appeared first on <a href="https://krismcclearyconsulting.com">Kris McCleary Business Consulting | British Columbia & Alberta</a>.</p> ]]></description> <content:encoded><![CDATA[<h4><strong>1. Reflect the current situation in an honest way</strong></h4> <p>Clearly and accurately identifying the current state of the organization via a SWOT analysis is a key step in strategic planning. Organizations need to have a clear and honest understanding of what is working well and areas for improvement in their organization in order to identify a realistic and achievable desired future state (vision) and to identify the objectives and the actions required to move the organization to the future state.</p> <h4><strong>2. Engage those who will have a role in helping the organization achieve its mission and vision</strong></h4> <p>Strategic plans get implemented by the people working in the organization. A key step in ensuring that a plan will be implemented is to identify the people who have a role to play in helping the organization achieve its mission and vision and include them in the process to develop the plan. Not only will these people take ownership of the plan and see the importance of their role in implementing it, they also have valuable information to offer on the current state of the organization, a realistic and achievable vision and the actions that can best move the organization forward.</p> <h4><strong>3. Create a roadmap for action</strong></h4> <p>A plan must identify the actions required to achieve the organization’s vision and mission. To be tangible, each action should have a person responsible and timeline that identifies when it can be expected to be done. Without a clear roadmap for action, the plan’s uptake and implementation will be impaired, as people won’t understand how to advance the plan via their daily work.</p> <p>The post <a href="https://krismcclearyconsulting.com/3-things-a-strategic-plan-must-do/">3 Things A Strategic Plan Must Do</a> appeared first on <a href="https://krismcclearyconsulting.com">Kris McCleary Business Consulting | British Columbia & Alberta</a>.</p> ]]></content:encoded> </item> <item> <title>3 Things To Consider Before Developing A Strategic Plan</title> <link>https://krismcclearyconsulting.com/3-things-to-consider-before-developing-a-strategic-plan/</link> <dc:creator><![CDATA[Kris McCleary]]></dc:creator> <pubDate>Sat, 21 Jul 2018 15:28:00 +0000</pubDate> <category><![CDATA[Strategy & Execution]]></category> <category><![CDATA[Organizational Effectiveness]]></category> <category><![CDATA[Strategic Planning]]></category> <guid isPermaLink="false">https://krismcclearyconsulting.com/?p=368</guid> <description><![CDATA[<p>1. Identify the problem the plan is intended to solve Clearly and accurately identifying the problem to solve will allow the right work to be done to successfully address the problem. Strategic planning can be used to identify any or all of the following: an organization’s aspirations (vision), purpose (mission), values (guiding principles), current state [...]</p> <p>The post <a href="https://krismcclearyconsulting.com/3-things-to-consider-before-developing-a-strategic-plan/">3 Things To Consider Before Developing A Strategic Plan</a> appeared first on <a href="https://krismcclearyconsulting.com">Kris McCleary Business Consulting | British Columbia & Alberta</a>.</p> ]]></description> <content:encoded><![CDATA[<h4><strong>1. Identify the problem the plan is intended to solve</strong></h4> <p>Clearly and accurately identifying the problem to solve will allow the right work to be done to successfully address the problem. Strategic planning can be used to identify any or all of the following: an organization’s aspirations (vision), purpose (mission), values (guiding principles), current state (SWOT analysis) and the goals and actions required to achieve the mission and vision.</p> <h4><strong>2. Think about who needs to be involved in developing the plan and their availability to take part</strong></h4> <p>The availability of key people that need to be involved in developing the plan is an important consideration when starting a planning process. If key people are unavailable to take part in the process, the process may go slowly, be incomplete, and may not deliver the intended benefits. Key people might include important stakeholders such as staff, alumni or students.</p> <h4><strong>3. Assess the interest of key players in engaging in the planning process</strong></h4> <p>The willingness of key players to engage in the planning process is another key success factor. For example, a leader who can authorize and fund the plan and has the power and control to implement the plan must be willing to take an active and visible role in developing and championing the plan’s development. Without the leader’s active participation, the plan’s uptake and implementation will be impaired, as people won’t see it as a priority and changes the plan identified won’t have appropriate authorization or funding to be implemented.</p> <p>The post <a href="https://krismcclearyconsulting.com/3-things-to-consider-before-developing-a-strategic-plan/">3 Things To Consider Before Developing A Strategic Plan</a> appeared first on <a href="https://krismcclearyconsulting.com">Kris McCleary Business Consulting | British Columbia & Alberta</a>.</p> ]]></content:encoded> </item> <item> <title>Planning for Success</title> <link>https://krismcclearyconsulting.com/planning-for-success-in-higher-education/</link> <dc:creator><![CDATA[Kris McCleary]]></dc:creator> <pubDate>Wed, 14 Mar 2018 15:00:31 +0000</pubDate> <category><![CDATA[Case Studies]]></category> <category><![CDATA[Change & Transformation]]></category> <category><![CDATA[Strategy & Execution]]></category> <category><![CDATA[Facilitation]]></category> <category><![CDATA[Organizational Effectiveness]]></category> <category><![CDATA[Stakeholder Engagement]]></category> <category><![CDATA[Strategic Planning]]></category> <guid isPermaLink="false">http://krismcclearyconsulting.com/wp/?p=242</guid> <description><![CDATA[<p>Key Goal Engaging stakeholders to create academic plans to guide Thompson Rivers University Faculties and Schools over the next five years. Solution Working with the Deans and stakeholders, I designed a comprehensive process to develop the plans, including stakeholder engagement and consultation. I led planning and consultation process, freeing up Deans for other work. [...]</p> <p>The post <a href="https://krismcclearyconsulting.com/planning-for-success-in-higher-education/">Planning for Success</a> appeared first on <a href="https://krismcclearyconsulting.com">Kris McCleary Business Consulting | British Columbia & Alberta</a>.</p> ]]></description> <content:encoded><![CDATA[<p><div class="fusion-fullwidth fullwidth-box fusion-builder-row-1 nonhundred-percent-fullwidth non-hundred-percent-height-scrolling" style="--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-flex-wrap:wrap;" ><div class="fusion-builder-row fusion-row"><div class="fusion-layout-column fusion_builder_column fusion-builder-column-0 fusion_builder_column_1_1 1_1 fusion-one-full fusion-column-first fusion-column-last" style="--awb-bg-size:cover;--awb-margin-bottom:0px;"><div class="fusion-column-wrapper fusion-flex-column-wrapper-legacy"><div class="fusion-text fusion-text-1"><h4>Key Goal</h4> <p>Engaging stakeholders to create academic plans to guide Thompson Rivers University Faculties and Schools over the next five years.</p> <h4>Solution</h4> <ul> <li>Working with the Deans and stakeholders, I designed a comprehensive process to develop the plans, including stakeholder engagement and consultation.</li> <li>I led planning and consultation process, freeing up Deans for other work.</li> <li>I developed plans for the faculties that captured and summarized the input of stakeholders.</li> </ul> <h4>Situation</h4> <p>Every five years, faculties and schools at Thompson Rivers University develop academic plans to identify key priorities for the next five year period. In 2017, multiple faculties, including the Faculty of Science, Faculty of Law, Faculty of Adventure, Culinary Arts and Tourism and the School of Business and Economics required support to develop academic plans. Engaging all key stakeholders (Dean, Department Chairs and Faculty) was crucial to creating durable plans that enjoyed the broad support of both administration and faculty.</p> <h4>Services</h4> <p>Strategic planning, facilitation, stakeholder engagement and consultation</p> <h4>Benefits</h4> <ul> <li>Provided an opportunity for all faculty to be involved in determining the goals for their department for the next five years</li> <li>Provided an opportunity for collaboration across departments on programs and initiatives of common interest</li> <li>Enabled identification of major risks to programs and effective mitigations</li> <li>Enabled all stakeholders to have a clear view of the faculty’s aspirations for the next five years</li> </ul> </div><div class="fusion-clearfix"></div></div></div></div></div><div class="fusion-fullwidth fullwidth-box fusion-builder-row-2 nonhundred-percent-fullwidth non-hundred-percent-height-scrolling" style="--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-padding-top:20px;--awb-padding-right:30px;--awb-padding-bottom:30px;--awb-padding-left:30px;--awb-margin-top:30px;--awb-background-color:#eeeeee;--awb-flex-wrap:wrap;" ><div class="fusion-builder-row fusion-row"><div class="fusion-layout-column fusion_builder_column fusion-builder-column-1 fusion_builder_column_1_1 1_1 fusion-one-full fusion-column-first fusion-column-last" style="--awb-bg-size:cover;--awb-margin-bottom:0px;"><div class="fusion-column-wrapper fusion-flex-column-wrapper-legacy"><div class="fusion-text fusion-text-2"><h3>Testimonial</h3> <p><em>We needed a plan that reflected the interests and aspirations of the faculty, staff and administration to guide The School of Business and Education (SOBE) toward our desired future. We knew this was something we that would require external expert help to complete given the time and expertise required for this task. Kris took the time to understand our situation and develop a customized solution for us. She developed a plan and led a process that worked very well with our people and situation, and that allowed for updates to the process as our needs evolved. The end result was a plan that defines the desired future for SOBE and the specific steps required to achieve that future that reflects the input of and enjoys the broad support of all SOBE faculty, staff and administration. Kris’ expertise helped us achieve goals that we could not have achieved on our own, or with other consultants. Kris came highly recommended by other trusted and experienced Deans within my network.</em></p> <p><strong>Dr. Michael Henry</strong><br /> Dean, School of Business and Economics, Thompson Rivers University</p> </div><div class="fusion-clearfix"></div></div></div></div></div></p> <p>The post <a href="https://krismcclearyconsulting.com/planning-for-success-in-higher-education/">Planning for Success</a> appeared first on <a href="https://krismcclearyconsulting.com">Kris McCleary Business Consulting | British Columbia & Alberta</a>.</p> ]]></content:encoded> </item> </channel> </rss>