What is Strategic Development?
Development (SD) is an integrated process that develops all
of the potential that exists within your organization using
the concept of “What Matters Most.” SD integrates
awareness and analysis with strategic planning, leadership
development, employee development, and results management
systems. When integrated, these best practices create an ongoing
process within the organization that leads to enhanced performance.
While many firms concentrate on only one
of these practices, LMI has learned to integrate them in a
way that creates a multiplier effect. Building from a solid
foundation that starts with the top leadership team, then
driving performance around strategic initiatives throughout
the organization through proven developmental processes and
results management systems.
Planning and Development cannot exist
in a vacuum if you expect Return on Investment (ROI).
Planning without some form of communication and implementation
process results in a plan that is not fully executed and lacks
commitment from those who will be responsible for its implementation.
Development without planning can also be self-defeating, if
it is not directed toward “What Matters Most”
to your organization. By integrating both, we have the ability
to enhance the execution of your strategic plan and ensure
that your organization’s development is directed toward
organizational goals, which will result in significant ROI.
Enhancing execution requires behavior
change. One thing we have learned over the years is that
for results to be enhanced, behaviors must change. We accomplish
this through developmental processes that change behaviors,
teach solid management and productivity skills, and transform
the organization into a results-based, goal oriented culture
that is focused on execution of “What Matters Most”
to your organization.
Please refer to our “What Matters
Most” brochure for more information on Strategic Development
and the potential benefits for your organization.
What is Organizational Awareness?
Leader-directed, positive change is not about direction but
transformation. The degree of organizational awareness is
the single most determining factor in managing effective change.
What is organizational awareness?
Organizational awareness is a level of understanding
for both the organization and its leaders regarding current
capacity, abilities, potential, and results.
Transformation cannot take
place in a vacuum void of insight.
The creation of organizational awareness
is a continuous process stimulated by effective leaders at
every level of the organization. A high degree of organizational
awareness improves organizational analysis, hiring and staffing
decisions, team building, communication, culture, and leadership
Organizational awareness fosters insight
that can transform "good" results into "great"
Why use Strategic Planning
and Long-Range Planning?
Organizations managed by a specific plan
and strategy significantly out-perform less well-managed organizations
of equal capabilities. Planning and strategy becomes a significant
This is a simple but comprehensive message:
Planning and strategy is fundamental to the competitive position
of any organization.
Research shows, however, that very few organizations
actually manage operations by a specific plan and strategy
Very simple ... focus!
In many organizations attention is centered
on day-to-day operations, and leadership focus tends to be
directed by situations and circumstances. This type of focus
diverts attention from organizational purpose and vision.
The effective organization is directed by
a results-based leadership culture focused on "What
Matters Most." Planning and strategy is the
result of a continuous planning process directed and supported
by top leadership.
"But how do you do that?"
Leadership Management, Inc. has answered
that question for organizations around the world with a practical,
common-sense, planning model that fosters buy-in at every
level of the organization.
Why is Development Important?
Locked behind the ingrained habits and attitudes of people
lie vast reserves of unused potential for any organization.
Unlocking unused potential is the purpose of a development
process. Knowledge-based training has little influence in
changing behaviors that have been developed over years of
Every organization experiences gaps between
performance and potential ... "what is" versus "what
could be." Effective organizations continuously seek
to narrow those gaps.
Research shows that the average organization
uses only a small percentage of its existing potential. What
would be the result of an additional 10% increase in the use
of the unused potential in your organization?
The multiplying effect of small increases
in the use of potential can deliver significant overall results.
This process is effective in both individual and organizational
An organization can transform its results
by simply developing 10% increase in the potential its people
A continuous development process builds
a results-based leadership culture, effective managers, and
"Performance measured is performance improved."
- Paul J. Meyer, founder of Leadership Management, Inc.
The most well-designed plan and strategy
is only as good as its implementation. Failure in strategic
planning is usually the result of ineffective results management.
Effective organizations measure specific,
daily results that are tied directly to the plan and strategy.
The LMI Results Management SystemTM and
software allows any size organization the ability to do just
that at every level of the organization, even in remote locations.
The overall plan and strategy becomes the
benchmark of daily operations and long-term vision.
With a simple but comprehensive results
management system, daily action steps become a strong motivational
Professionalism and Confidentiality
As we work closely with your organization in Strategic Development,
you will undoubtedly share with us information that is considered
confidential. LMI is known for its unwavering ethical practices
and professionalism. We will provide a standard confidentiality
agreement or sign one that you have developed internally before
we engage in a partnering relationship.
A Phase-In Approach
LMI does not offer a “quick-fix” for enhancing
your organization’s performance. A complete Strategic
Development process is a long-term relationship and will require
significant investment over time. However, we would never
suggest that you invest in the full process up-front. Why?
If we are to truly be your partner, we must prove to you that
our process will yield significant ROI over time. Our proposal
will outline several phases of implementation that can be
invested in over time. If at any time you feel you are not
receiving the appropriate value for our services you may cancel
future phases and terminate the relationship. However, we
are confident that once you see the process in action you
will be convinced of its value and we will have a mutually
beneficial partnering relationship.
Because we use a phase-in approach, many
of the phases can only be determined as estimates. This is
because much of the developmental and results management needs
can only be determined after there is a plan in place. Example:
One of your short-term strategic initiatives may be to increase
sales which may require sales training of one or many divisions,
but it may be equally as likely to be customer relations,
quality or productivity issues that need to be addressed first.
Once we jointly determine “What Matters Most”
we will tailor your development needs to support your plan.
This will insure that you are investing your resources in
the developmental needs that are in support of your short-term
goals while building a solid foundation for your future. In
cases where there is incomplete information, we will provide
estimates based on our experience to give you an idea of the
investment that may be involved.