Nature
Focus
leader
Focuses on change
Innovates and sets a vision for the future
Manager
Focuses on order and stability
Roles
Leader
Guides the organization towards achieving its goal
Motivates and inspires employees
Fosters a positive organizational culture
Manager
Develops resources to support organizational needs
Allocates resources effectively to ensure productivity
Maintains resources to sustain ongoing operations
Plan
Strategic planning: Where?
Focuses on long-term goals and the overall direction of the organization
Defines the mission, vision, and objectives
Considers external factors such as market trends and competition
Ex. Deciding to expand business operations to a new geographic region
Tactical planning: What?
Focuses on short-term actions and specific tasks needed to achieve strategic goals
Breaks down the strategic plan into actionable steps
Involves setting measurable targets and timelines
Ex. Developing a marketing campaign to attract customers in the new region
Operational planning: How?
Focuses on day-to-day operations and processes
Provides detailed instructions on how tasks should be carried out
Ensures that resources are used efficiently to meet tactical goals
Ex. Scheduling staff shifts and managing inventory for the marketing campaign
Contingency planning: What if?
Focuses on preparing for unexpected events and potential risks
Identifies alternative courses of action in case the original plan fails
Helps the organization respond quickly to crises and minimize disruptions
Ex. Developing a backup plan for supply chain disruptions during the marketing campaign
Lead
Aspects
Authority
Power or right to make decisions, give orders, and enforce obedience
Responsibility
Duty to carry out tasks and roles effectively
Accountability
Obligation to answer for one’s actions and decisions
Responsibilities
Vision
Communicate the organization’s vision clearly
Rally employees to support and work towards the vision
Values
Establish and uphold corporate values
Ethics
Promote ethical behaviour and practices within the organization
Transformational Change
Drive and manage change to improve the organization
Accountability and Responsibility
Model accountable and responsible behaviour
Emphasize the importance of these traits within the team
Styles
Autocratic
Workers inform the leader and the leader makes decisions
Participate
Employees in the decision-making process
Free Rein
Leader coaches and supports workers while allowing them to be self-governing
Workers have the freedom to use resources as needed
SWOT
Strengths
Positive attributes and resources that the business possesses
Ex. Strong brand reputation, skilled and experienced workforce, financial stability
Weaknesses (Internal to the firm)
Internal factors that hinder the business’s performance and growth
Ex. Outdated technology, high employee turnover, and limited financial resources
Opportunities (External to the firm)
External factors that the organization can capitalize on to achieve its goals
Ex. Emerging markets, technological advancements, and changes in consumer preferences
Threats (External to the firm)
External factors that could negatively impact the business
Ex. Increased competition, economic downturns, and regulatory changes that impose constraints
Control
Set
Define clear and specific KPIs based on business’s goals
Ex. Set a KPI to increase monthly sales by 10%
Measure
Regulatory, collect data to tack the performance of KPIs
Ex. Measure monthly sales figures to monitor progress
Compare
Evaluate the measured performance against the set KPI targets
Ex. Compare actual monthly sales figures with the target of a 10% increase
Correct
Identify any deviations from the KPI targets and take corrective actions
Ex. If sales didn’t increase as expected, analyze the reasons, and implement strategies to improve
Revise
periodically review ad adjust KPIs to ensure they remain relevant and aligned with the business’s goals
Ex. Revise the sales target if market conditions change or new opportunities arise
Organize
Roles
Divide takes (division of labor)
Break down tasks into smaller, manageable components
Assign specific tasks to individuals based on their skills and expertise
Group (Departmentalizations)
Group related tasks into departments or teams
Organize departments based on functions, products, geography, and customer segments
Assign (Delegation)
Assign tasks and responsibilities to employees
Empower employees with the authority to complete their tasks
Skills required
Technical
Task-oriented skills specific to a particular job or function
H.R.
Skills related to communication, motivation, and interpersonal relationships
Conceptual
Skills for understanding the organization as a whole and how different parts interact