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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

StrategyDriven offers many additional resources that can be used during decision-making process evaluations including:

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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StrategyDriven Podcast Special Edition 26 – An Interview with Omar Khan, author of Liberating Passion

StrategyDriven Podcasts focus on the tools and techniques executives and managers can use to improve their organization’s alignment and accountability to ultimately achieve superior results. These podcasts elaborate on the best practice and warning flag articles on the StrategyDriven website.

Special Edition 26 – An Interview with Omar Khan, author of Liberating Passion examines how executives and managers can liberate their organization’s passion; tapping into the workforce’s inner energy and commitment to deliver breakthrough results. During our discussion, Omar Khan, author of Liberating Passion: How the World’s Best Global Leaders Produce Winning Results and Founder and Senior Partner of Sensei International, shares with us his insights and illustrative examples regarding:

  • the tangible benefits of releasing the inner energy and commitment of an organization’s workforce
  • organizational characteristics, conditions, and cultures that kill employee passion
  • primary passion liberators and their underlying principles
  • actions executives and managers should take to liberate their employees’ passion
  • passion liberators that help build a diverse and inclusive organization as well as one that rewards personal achievement

Additional Information

In addition to the incredible insights Omar shares in Liberating Passion and this special edition podcast are the additional resources accessible from his website at www.Sensei-International.com.   Omar’s book, Liberating Passion, can be purchased by clicking here.

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About the Author

Omar Khan, author of Liberating Passion, is the Founder and Senior Partner of Sensei International, a global leadership development firm serving clients in the Americas, the United Kingdom, Singapore, Dubai, and South Asia. Omar has served as a trusted advisor to the leaders of companies including 3M, American Express, The Ritz-Carlton, Microsoft, Motorola, and Hewlett-Packard. His articles have been featured in the Washington Post, Consulting News, Strategy and Leadership, Personal Excellence Magazine and many others. To read Omar’s full biography, click here.

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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