Project Management Warning Flag 2 – Breaking-up a Project to Avoid Approval Thresholds

Most organizations increase expenditure authority with each successively higher organizational level. Such budgetary constraints necessitate higher levels of approval for increasingly resource intensive projects; adding to the work required of lower level managers who need to ‘sell’ senior executives on their larger initiatives. Subsequently, circumvention of these often difficult to get authorizations may be sought.


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Decision-Making Best Practice 5 – Ongoing Decision Evaluation

StrategyDriven Decision-Making ArticleDecision-making involves a degree of risk that increases with the complexity of the decision to be made. Good decisions not only yield desired results but also minimize the risk exposure of the individual or organization making and executing the decision. While there are many ways to minimize decision risk, one that is often overlooked is the ongoing evaluation of the execution of the decision-making process itself.


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Additional Resources

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Resource Projection Warning Flag 1 – Assumed Discretionary Effort

Every day, executives, managers, and employees are asked to do more and more with less and less. Sometimes this pressure results in work streamlining, better prioritization and new more efficient methods. At other times, individuals simply accomplish more because they work additional uncompensated hours.


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Succession and Succession Planning Best Practice 2 – Rotational Development Plans

StrategyDriven Succession and Succession Planning Best Practice ArticleIntegral to every succession plan is the ready supply of qualified talent to replace outgoing position holders. While some talent will come from outside the organization, many should come from within.


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Management Observation Program Best Practice 7 – Documented and Signed Observations

StrategyDriven Management Observation Program Best Practice ArticleRobustly implemented management observation programs offer many benefits to the organization and its managers. At their core, each of these benefits is derived from aggregation and analysis of the performance data gathered during the observations. Enabling required data synthesis necessitates the documentation of observed occurrences and conclusions. Desired behavior reinforcement and performance improvement, not to mention manager and observation program credibility, necessitate the employee be briefed on the observations made and conclusions drawn. As with all formally documented performance appraisal instruments, the documented observation should be signed by both the manager and employee.


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