Unified Impact is launching our first group coaching experience, Elevate Your Workforce Planning Cohort! Our partners across the education sector have shared their struggles and the need to reimagine staffing, many of whom are experiencing shifts in enrollment, navigating the fiscal cliff created by ESSER, or preparing to scale with growth. This cohort is designed to address these issues head-on. There are limited spots available, so if you are interested, reserve your spot today (https://lnkd.in/e-yY5KvB) or email info@unifiedimpactllc.com to schedule a time to chat! If not you, but another leader in your organization, please share this opportunity with them! We anticipate having a cross-functional cohort with Strategy, Finance, and Talent leaders. Unified Impact is partnering with seasoned experts across the country to give participants the skills and knowledge necessary to lead the workforce planning process at their organization over the 2024-25 school year.
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Helping companies maximise their potential through Learning and Development solutions - Account Manager at MPI Learning - Email: toby.rees@mpilearning.com - Loughborough University Graduate
At MPI Learning, we are passionate about giving your Leaders and Managers the opportunity to grow, developing the skills they need, to get your new Financial Year off to the start you want! I have linked in the comments, an article from Forbes, which outlines the 5 things modern Managers should be focused on. In a time when Managers have less and less time to complete ever growing workloads, it is essential to invest in the development of your talent. If the article resonates with any of your pain points, message me to get your Financial Year started in the right way!
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𝗧𝗵𝗲𝗿𝗲 𝗮𝗿𝗲 𝘁𝘄𝗼 𝘁𝘆𝗽𝗲𝘀 𝗼𝗳 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 - 𝗯𝘂𝘁 𝗺𝗼𝘀𝘁 𝗼𝗳 𝘁𝗵𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗼𝗻𝗹𝘆 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻 𝗼𝗻𝗲. 🦋 Research shows that most leaders and organizations tend to focus on just one type of performance. But there are two types of performance that are important for success: The first type is known as tactical performance, which is how effectively your organization sticks to its strategy. It is the driver of focus and consistency. The second type, known as adaptive performance, is how effectively your organization diverges from its strategy. Adaptive performance manifests as creativity, problem solving, grit, innovation, and citizenship. Teams and organizations need both, but most companies only measure and cultivate tactical performance, which hurts employees’ ability to adapt. To build more adaptive performance in your organization, identify where you need tactical and adaptive performance, implement metrics without myopia, and set learning goals. 🌿
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Bringing magic into executives' ROI on talent, compensation & benefits, and employer risk. Also known as a foodie, a mom of my four-legged children, a PEO enthusiast. Fresh resident of Asheville, NC and loving it!
78% of employees leave an organization because of their manager. It takes not only the right people to lead employees, but also the right culture, training, development and feedback. What is your current approach? Please share your insights.
Organizations need to put the right people into managerial roles from the start.
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The right leadership gets the right results. Managers and leaders are not the same. How you see your organization succeeding, is by leaders you choose to help you get there.
Organizations need to put the right people into managerial roles from the start.
Reimagine Your Managerial Pipeline
hbr.org
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This article talks about something that I am so incredibly passionate about. Getting the right person for the right role. I truly believe that people management shouldn’t be a side task, secondary role or something that people are thrust in to because of their position in a company. People are the beating heart of every business, and as such, supporting, developing and empowering them to thrive only encourages great growth for that business. Whilst getting the right leaders in place leads to success for everyone, it isn’t an easy task. Some people aren’t moulded to lead, and that’s ok. But working with those who are, it’s truly inspiring. Rethink your managerial pipeline, put the compassionate innovators at the wheel, and see what you can collectively achieve. #peoplemanagement #gettingitright
Organizations need to put the right people into managerial roles from the start.
Reimagine Your Managerial Pipeline
hbr.org
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Brilliant to see that WPS Health Solutions are now giving their potential managers the #TimeToDecide if the step up to management is what they really want. #WhatAreYouDoing #ItsAboutTime #BetterManagers #TimeToLead #AccidentalManagement
Organizations need to put the right people into managerial roles from the start.
Reimagine Your Managerial Pipeline
hbr.org
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Branch Chief, End User Computing and Service Desk Operations at U.S. Navy-RDSA | Experienced Federal Government Professional in the areas of IT/Cybersecurity Operations and Program Management
Interesting article
Organizations need to put the right people into managerial roles from the start.
Reimagine Your Managerial Pipeline
hbr.org
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Servant Business Leader, Passionate About the Foodservice & Restaurant Industry, Champion of Business Development, Customer Focused.
I absolutely love this article from the Harvard Business Review discussing different tactics for developing new leaders and managers inside your organization. It's a great read for hiring managers and leaders looking to develop their employees. #leadership #employeedevelopment
Organizations need to put the right people into managerial roles from the start.
Reimagine Your Managerial Pipeline
hbr.org
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Help develop, engage, & retain your workers using learning strategically. Transformational Leader | Future of Work Culture & Organizational Effectiveness | Talent Development | Innovation | Speaker | Strategic Consultant
With lessons to learn & ideas to share, the May Ryan Report is ready for you! Video about performance, look at upskilling, a way to train folks new to leadership, & why asking why is good for the organization. Read, share, let's talk!
The Ryan Report: May 2024
http://mondaymorningmusings.org
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