CMI 702 - Learning Outcome 2.1

CMI Level 7 Learning Outcomes

• Learning Outcome 2: Understand leadership and development strategy
• Learning Outcome 2.1 Part 1: Propose a leadership and development strategy which values people whilst optimising organisational success
• Learning Outcome 2.1 Part 2: Propose a leadership and development strategy which values people whilst optimising organisational success
• Learning Outcome 2.1 Part 4: Develop an organisational strategy to achieve a business objective

Valuing People in a 21st Century Organisation

• Valuing employees as the organisation's most critical asset is important
• Prioritising employee well-being, development, and engagement is essential
• Organisations that value their people create environments where individuals feel respected, supported, and empowered
• Enhancing overall organisational performance, innovation, and loyalty are benefits of valuing people

Equality, Diversity, and Inclusion (EDI)

• EDI is a key concept in valuing people
• Modern organisations must promote fair treatment for all employees regardless of background
• Active promotion of diversity enhances creativity, problem-solving, and decision-making

Employee Engagement

• Employee engagement is vital to organisational success
• When employees feel valued and connected to the organisation's goals, their motivation and productivity increase.
• Engagement strategies may include regular feedback, clear communication of organisational objectives, and opportunities for career growth and personal development

Well-being

• Well-being, including mental, physical, and emotional health, is crucial in valuing people
• Supportive policies such as flexible working arrangements, mental health resources, and work-life balance initiatives are beneficial
• Organisations that prioritise well-being create environments where employees thrive

Learning and Development

• Investing in employee growth through continuous professional development, coaching, and mentoring is essential
• Demonstrating a commitment to people's growth enhances current contributions and future leadership potential

People - Organisation's Most Important Asset

• Employees are the lifeblood of an organisation and their skills, knowledge, and dedication directly impact performance
• Valued and appreciated employees are more likely to be productive, contribute fresh ideas and be loyal to the organisation
• Employee creativity and problem-solving are key drivers of innovation and growth

Developing a People-Centred Culture

• The CIPD checklist Valuing People guides understanding how to place individuals at the heart of organisational success
• The checklist emphasizes inclusivity, ethical treatment, and recognizing employee contributions
• By considering principles outlined in the checklist, it is possible to build strong motivated teams, enhance performance, and ensure long-term success

Valuing Your Talent

• The CIPD checklist "Valuing Your Talent" provides insights into understanding and maximizing the value of the workforce
• Recognising talent as key to organisational success is crucial
• Strategies for measuring and improving employee contributions are provided
• The report emphasizes aligning talent management strategies with business goals to improve productivity and engagement

How to Measure and Improve Lifetime Value (ELTV)

• Strategies for quantifying and enhancing long-term employee contribution to an organisation are explored
• Calculating ELTV is important to maximise workforce impact
• Investing in employee development, engagement, and retention directly impacts success and growth

Leadership Approaches

• Effective leadership is essential to create cultures that value employees
• Influencing employee vision and motivating teams are crucial
• Daniel Goleman's leadership styles (coercive, authoritative, affiliative, democratic, pacesetting, and coaching) provide flexibility in leading
• Empathy and authenticity are key to building strong relationships with employees.

Managing Authenticity (Leadership Paradox)

• The work of Goffee and Jones highlights the importance of authentic leadership in building trust and loyalty
• Building strong relationships is possible with employee values
• Transformational leadership inspires and motivates employees to achieve a shared vision

Transformational Leadership

• Transformational leadership, originating from James MacGregor Burns's work, prioritises followers' higher values and morals
• Transformational leadership activates the higher-order needs of followers
• Transformational leadership, as expanded by Bernard Bass, motivates employees to high performance with a one-way process
• Transformational leadership includes raising awareness, leading with self-interest, and satisfying and stimulating higher order needs

Organisation Culture and Leadership

• Edgar Schein's work on organisational culture emphasizes the importance of a people-centric culture and shows how organisational needs can vary significantly
• Understanding the factors which determine an organisation's culture is crucial

Managing Internal Communications

• Communication is vital for efficient operations and active employee involvement
• Strong internal communication channels lead to increased engagement, commitment, and improved coordination and collaboration
• Managers should take key factors into account when managing internal communications

Performance Management

• Performance management is a continuous activity to improve performance for individuals, teams, and the organisation.
• Improving performance for an organisation often results in increased productivity and high achievement.

Coaching as a Leadership Strategy

• Mentoring and coaching activities develop employees
• Trust, employee development, increased productivity and engagement are developed through coaching
• This approach directly aligns employee growth with organizational goals

The Value of Mentoring

• Mentoring has significantly positive impacts on both individuals and organisations
• Employees develop skills and confidence while gaining valuable relationships
• Improving retention, leadership development, and employee engagement are outcomes of mentorship

Talent Management

• Tailored talent management systems engage employees, support high performance, enhance corporate image and contribute to diversity in the workplace.
• Recruiting costs can be significantly reduced
• Awareness of global market and demographics is important for success

Leadership Frameworks

• Frameworks provide structure to guide the development and implementation of effective leadership in organisations
• Understanding relevant behaviours, skills, and attributes is vital to inspire and motivate teams

Developing a Leadership Strategy

• Developing a leadership strategy is essential for a strong motivated workforce
• Defining appropriate leadership styles which adapt to context is crucial
• Continuous monitoring, feedback, and adjustments are required for a successful, enduring strategy

Step-Wise Approach to Leadership Development Strategy

• Identifying organisational goals and culture
• Identifying leadership needs
• Defining leadership styles
• Developing leadership programmes
• Aligning leadership with business goals
• Defining success metrics
• Regularly monitoring and adapting

Evaluating Learning and Development

• Measuring the impact of training and development is complex
• Evaluation should provide information that inform strategies, supports individual development, and informs future plans
• Evaluating learning and development activities can help identify and address potential information gaps

Managing the Value of Talent

• The research report, "Managing the Value of Your Talent," explores how organisations effectively value their workforce to enhance performance and business outcomes
• The report emphasizes aligning talent management strategies with business goals to improve productivity and engagement across all business sizes

The Business Benefits of Management and Leadership Development

• Effective management and leadership development positively impacts organisational performance, employee engagement, and long-term success
• Investing in leadership skills enhances decision-making, productivity, and adaptability in dynamic environments

Maximising Talent for Business Performance

• The report "Talent Management" explores the importance and role of talent management in driving organisational success
• It examines how identifying, developing and retaining high-potential employees significantly enhances performance and productivity
• Strategies for aligning talent management with business objectives are provided

Proposing a Leadership Strategy

• Aligning leadership approaches with organisational goals and encouraging a people-centric culture are key aspects of proposing a leadership development strategy
• Thoroughly assessing the current leadership landscape is necessary for the development strategy

Continuous Leadership Development

• Building a suitable leadership pipeline, incorporating leadership development into succession planning, staying up to date with evolving trends and fostering learning are critical for long-term success

Conclusion

• A robust leadership development strategy is essential for sustaining long-term success
• A people-centric approach, supported by ongoing learning and development and strategic alignment with business goals, is necessary
• Ongoing monitoring, evaluation and adaptation are crucial elements of a successful leadership strategy.

This quiz focuses on the CIPD Valuing People checklist and its core principles. Explore how a people-centered culture can benefit organizations and drive innovation, employee development, and inclusivity. Understand the importance of recognizing employees as valuable assets in the workplace.