Allen Woo explains how businesses can properly manage personnel transformations
Allen Woo wants to help companies to have successful transformations and to that end, he has provided some strategic elements that can make that process much more effective.
Québec, Canada – WEBWIRE – Monday, October 31, 2022
Todays times are extremely fast-paced in practically all areas: technology, politics, education, communication, etc. Many organizations and business owners, mostly small and medium-sized, struggle for their organizations to survive beyond the vision of their leader. That is, they seek to ensure continuity of operation, reducing dependence on their founder. In this struggle, they face extended and relentless competition. Allen Woo, an expert in the proper management of companies, covers some key elements to achieve successful transformations.
Organizational leaders have an increasing focus on performance, efficiency, and results. They are expected not only to guide organizations and their team members but also to implement strategies to deliver consistent results.
The way organizations achieve their strategic objectives is through projects. The Project Management Institute is the most influential organization in the world around the discipline of project management. They have been publishing and refining the de facto standard for managing projects and increasing the chances of success for more than 20 years.
Woo, for his part, has developed a model he calls Idea Management, which he has used to help clients achieve the balance needed to deliver consistent results. It is said all the time and read frequently, People are an organizations most valuable asset. This is only half true because if organizations do not have mechanisms designed to help them consciously make the most of their employees talents, then the phrase remains in the realm of utopia.
Thus, for Woo, the subsystem of ideas, which live in each person, comes first. It is essential that the organization has appropriate mechanisms in place to harvest and take advantage of these ideas so that they are put at its service.
At the top of the model is the strategy subsystem, Woo asserts. The ideas that are channeled into this subsystem help define the direction of the organization, always seeking differentiation. Within this subsystem, there should be a set of processes, business rules, criteria, roles, etc., that are of great use to the organizations leader.
In the lower right part, there are the projects. The projects subsystem is the set of tools that business leaders have to implement the strategy. In this subsystem, there is a set of mechanisms that contribute to maintaining the focus on the execution of the strategy, that is, on the projects that contribute the most to materialize the strategic vision of the organization.
The fourth and last subsystem that business leaders have is the Business Processes subsystem. This subsystem is the set of tools that the organization has to consistently deliver results to the market.
The most valuable thing that Woo has found in this model is that people are the linchpin of action to set the wheels in motion. A condition for implementing these subsystems and balancing them is that the employees are the architects of the solution. I will elaborate further on this concept of collaborative implementation.
It has been made clear that these four subsystems – People, Strategy, Projects and Processes must be in constant and conscious balance. It is this balance that results in organizations delivering repeatable and sustainable results over time.
However, this balance is not easily achieved. Even once it is achieved, it must be continuously validated. Otherwise, entropy can take over and, over time, effectiveness and efficiency can be lost.
In Woos experience, a successful transformation must meet the following characteristics. The first is to have the necessary sponsorship from the highest level. The support required for an implementation of these characteristics and proportions requires top management to provide adequate support and sponsorship.
Always try to actively involve people, Woo suggests. Both those who will drive and participate in the project and those who will be impacted by the change. This implies that their point of view must be considered and taken into account from the verbalization of opportunities or problems to the shaping of a proposed solution.
It is important to have the end in mind, to establish a big vision of how far you want to go. This will give direction to the employees and help them to better visualize the world at the end of the road, which can be an inexhaustible source of motivation for the team.
About Allen Woo
Allen Woo is a self-taught expert in business and personnel management. Originally from Canada, he has spent much of his adult life honing his innate skills in motivation and personal growth. Woo dedicates his time to helping businesses and individuals make significant improvements in their daily interactions, constantly exploring new methods to motivate and enhance teams. When hes away from responsibilities, he likes to focus on inner growth and enjoys outdoor activities that exercise the body and the mind.
Québec, Canada – WEBWIRE – Sunday, September 25, 2022 A companys ability to implement human talent retention strategies is fast becoming a key factor in competing. If hiring the right talent is already difficult, retaining them is an additional challenge. Because of this, Allen Woo has used his knowledge of people management to provide some essential tips and strategies for effectively retaining human talent in a company.
When a company sets out to conduct a recruitment process, it is normal for a great deal of financial and HR effort to be devoted to this important task. However, many leaders do not give the same importance to talent retention or do not care about it at all, which can result in additional costs for the company.
If an organization wants to keep its best workers in the long term, it must know the actions and strategies for talent retention, which are detailed by the expert. Employee retention refers to a companys efforts to retain its most valuable asset – human talent – for as long as possible.
Sometimes retention comes completely naturally, thanks to a combination of good incentives from the company, excellent leadership and the goodwill of employees who are happy to work for the organization, Woo explains. However, it is not advisable to expect it to happen naturally, as you may lose excellent employees in the process. The best thing to do is to resort to retention strategies that prevent their departure.
It is also important to know the turnover rate if you want your company to increase its long-term profitability. However, while they are related, the retention rate is not the inverse of turnover due to important differences between the two.
On the one hand, some companies choose to calculate the turnover rate based on employees who left on their own accord, excluding those terminated for cause. On the other hand, to obtain real data, the retention rate must be measured over a considerable period of time; at least one year is recommended.
Woo suggests starting by hiring the right person from the beginning. Retention starts from the employee application process, candidate screening and job interviews. According to Woo, 35% of employers who hire new staff do so with the expectation that more employees will quit during the year.
If a large portion of new hires are already expected to leave before the end of the year from the start of the hiring process, its no wonder turnover rates are so high. Its important not to fall into that kind of negative mindset and make sure you hire the right employees from the start.
Many employees admit that they will stay with a company longer if they know better what their role will be at the time of hire. A bad experience during the hiring process – for example, if they last too long and create uncertainty – and then performing functions that they were not previously informed about, is an excellent formula for an employee to leave their job in a short period of time.
Following the previous point, a bad hire costs much more than the employees salary, since it brings with it all kinds of negative effects. This includes reduced productivity, wasted time in training an employee who may leave in a short time, and reduced morale in a team that is constantly seeing its parts change,
Knowing this, you cant hire the right person unless recruiters are involved, not just with the interviews, but with the entire selection process, and one of the parts of this process is precisely the job description. A description that is too technical or too vague results in a greater recruitment challenge and the loss of talented candidates to other companies simply because they dont know exactly what the job is about.
Pairing a new employee with an experienced worker to mentor them can ensure greater long-term retention, Woo asserts. Mentors are important figures who bring their knowledge, experience and fresh insight into how things are done to new talent. Assigning a mentor to new hires prevents mistakes from being made, and raises production and engagement.
And finally, use technology to improve the work climate. Many employees feel the desire to leave their job when the companys environment is not to their liking or has deteriorated too much. A useful tool to anticipate such scenarios is to use employee survey software.
This resource opens a window of conversation where people can express their doubts, opinions and concerns about the work environment, and thus determine what aspects can be improved and what measures are needed to improve the situation. If conducted on a regular basis, it is possible to measure the evolution of employees opinions.
About Allen Woo
Allen Woo is a self-taught expert in business and personnel management. Originally from Canada, he has spent much of his adult life honing his innate skills in motivation and personal growth. Woo dedicates his time to helping businesses and individuals make significant improvements in their daily interactions, constantly exploring new methods to motivate and enhance teams. When hes away from responsibilities, he likes to focus on inner growth and enjoys outdoor activities that exercise the body and the mind.
Dr. Allen Steven Lycka EDMONTON, Alberta – Aug. 23, 2022 – PRLog — Renowned cosmetic dermatologist, speaker, trainer and author Dr. Allen Steven Lycka is spending much of his summer touring college campuses in the United States and Canada, warning young students of the dangers of alcohol abuse – and explaining the consequences he has witnessed firsthand. “Prior to leaving home for college, students are undoubtedly cautioned about the risks of using alcohol. Sadly, many times these warnings are ignored and the results can be devastating to a young person and their families,” Dr. Lycka said. “According to the National Institute on Alcohol Abuse and Alcoholism (NIAAA), it’s estimated that more than 1,500 college students between the ages of 18 and 24 die each year from alcohol-related injuries.” His presentation, The Most Dangerous Time of the Year, is part of his bLU (Business, Life and Universe) seminar series. In it, he recounts in vivid detail being part of a team that was unsuccessful in its attempt to resuscitate an 18-year-old male college student, who drank an excessive amount of alcohol at a fraternity party. “Instead of saying no to his buddies, he listened to their encouragement to continue drinking,” Dr. Lycka said. “Then, when he passed out, instead of taking him to the emergency room or calling an ambulance, his friends left him in the hands of the girlfriend, who did not take him to the hospital until several hours later – when it was too late. Telling his parents that their only son had just died of alcohol poisoning was one of the most difficult things I’ve ever had to do. They sobbed … and I sobbed along with them. It was an absolute tragedy that a young life ended in such a senseless fashion.” Dr. Lycka receives an enormous amount of positive feedback at every school in which he speaks. “It has a big impact at a time when they need to hear this message the most, the beginning of the school year,” he explained. “There are many reasons college students drink. There’s the newfound feeling of freedom, peer pressure, the desire to do what their friends are doing, hazing, and other reasons, too. But whatever the case may be, they need to understand physiologically what happens when they drink alcohol to excess, and the negative – and sometimes catastrophic – effect it can have.” Dr. Lycka’s most recent presentation was at the University of Alberta, and he is available to speak to students at campuses across North America. To find out more about Dr. Lycka, please visit http://DrAllenLycka.com To book Dr. Lycka in Canada, call 844-936-3362. In the U.S., call 855-352-9347. In addition to being a world-class physician, Dr. Allen Steven Lycka is an International Keynote Speaker, TEDx Speaker, Life-Changing Coach, Three-Time Bestselling Author, Virtual and In-Person Program Provider, Mentor and Trainer. A dynamic, humorous and passionate speaker, Dr. Lycka has appeared on numerous radio programs, television network stations and hundreds of podcasts. Currently Dr. Lycka is Host of his national daily syndicated radio show “How To Live a Fantastic Life” heard on AMFM247 Network. Québec, Canada – WEBWIRE – Friday, August 19, 2022 The concept may seem simple enough, but there is much more to establishing a knowledge sharing culture than meets the eye. You create online learning materials with specific learning objectives, provide your employees with the resources they need to successfully achieve those objectives, and enable them to work. However, effectively establishing a culture that embraces knowledge sharing requires careful organization, actively engaged workers and a strong online e-learning community. Allen Woo, a specialist in harmonious work environments, discusses how to transfer knowledge among team members.
Fostering a culture that embraces the sharing of knowledge is one that helps your organization fill information gaps, increase performance and productivity, and encourage leaders within your company. The use of technology can be one of your best tools for fostering your knowledge-sharing culture, as it can help you eliminate workplace communication barriers within your organization and increase the ease and efficiency of knowledge transfer.
Maximizing the knowledge that exists within your organization is one of the many essential ingredients for business prosperity. Yet, too few companies are harnessing its power by establishing a defined corporate knowledge-sharing strategy.
Modern companies understand that learning occurs through a combination of formal, informal and experiential learning. The use of technology, such as an e-learning platform, which supports a blended learning approach can be critically important to bringing an effective knowledge-sharing culture to life.
Even in this era we live in, many organizations continue to miss the mark. In fact, many organizations have not provided employees with a forum or community where they can ask questions and share their knowledge, Woo explains.
An analysis conducted by the expert found that 30% of all organizations do not have forums or communities set up where employees can contribute and absorb knowledge from their peers. Only 20% believed that knowledge sharing was effective or very effective.
Supporting knowledge sharing within the workflow has proven to be incredibly effective. Coupling your knowledge management strategy with learning technology yields a number of measurable and actionable benefits.
Woo adds, A learning management system can help you deliver more engaging training materials, facilitate blended learning, and increase your visibility into your employees activities, which can help identify skills gaps and establish strategies to close them.
Making the most of your human resources to increase productivity and efficiency is a benefit of this practice. Since all employees should participate in their knowledge-sharing experience, everyone has the opportunity to give and receive valuable information and insights to improve productivity and efficiency, making the best use of their human resources.
In addition, organizations can reduce their training costs. This is because there will be less reliance on formal e-learning tactics and materials, relying instead on valuable online discussions that happen organically, and other e-learning initiatives based on collaboration and workflow learning.
Motivating employees to play an active role in e-learning conversations is necessary. Give learners a way to contribute to conversations, share ideas, ask questions, and address the concerns of their peers.
Motivate employees to participate and actively engage with the online learning materials they interact with, and improve knowledge retention, Woo suggests. It also provides learning managers with a way to collect and analyze the results of existing learning activities and customize new programs based on new goals and objectives that match the future needs of an organizations learners.
The pace at which todays organizations must operate is a symptom of technologies that allow knowledge to be continuously updated. This is not a bad thing. In fact, it is a valuable resource in building a culture of knowledge sharing because it ensures that whatever information a learner wants to access is not only current, but also valuable to whatever their circumstances. time. This involves ensuring that the right mechanisms are in place to demonstrate to employees how knowledge is shared, absorbed, and the value it has for the company and their peers.
In a knowledge-sharing culture, reward and recognition systems do not reward individual effort and knowledge. Still, they celebrate the creation of knowledge and the sharing and reuse of that knowledge among the collective organization. Doing this effectively requires a connection between business objectives and strategies, the people involved and the factors that motivate them.
About Allen Woo
Allen Woo is a self-taught expert in business and personnel management. Originally from Canada, he has spent much of his adult life honing his innate skills in motivation and personal growth. Woo dedicates his time to helping businesses and individuals make significant improvements in their daily interactions, constantly exploring new methods to motivate and enhance teams. When hes away from responsibilities, he likes to focus on inner growth and enjoys outdoor activities that exercise the body and the mind.
Québec, Canada – WEBWIRE – Saturday, July 30, 2022 In a changing and dynamic business environment, finding a leader who dares to take risks and thinks ahead can be the key to success. This is what transformational leadership is all about. Allen Woo, a specialist in optimizing the work environment, explains why a transformational leader can be a key player in improving the workplace.
Transformational leadership is a method designed to foster change and creativity. It is a process that seeks to influence, guide and direct the members of a company to follow their leader voluntarily. The key lies in the commitment to achieve business objectives.
The role of the leader within companies has been essential to ensure the effectiveness and smooth running of all areas of the company. The leader is in charge of guiding the whole team in the same direction in order to achieve the set objectives together.
Traditionally, the leader has been understood as a boss, but paradigms have changed, and theorists and companies are looking for a new style of leadership, explains Woo. This new leader must be able to transform the companys philosophy toward new and more effective ways of thinking.
The transformational leader must not only drive change, but also sow the seeds of reasoning in his or her team so that everyone can understand the decisions being made within the company. This involves, for example, implementing career and job training plans.
The figure of the leader must be understood as an example to follow and an inspiration for the team to improve day by day and dare to face new challenges. The whole group must feel that they are in a highly motivating and stimulating environment, which is directly inspired by the figure and attitude of the leader in the work environment.
The performance of the workers increases notably, since they tend to do their best to achieve the objectives proposed by the leader and by the organization in general. Having a high rate of inspiration and motivation on the part of the leaders makes the team capable of responding to the needs of the organizations, which tend to be increasingly complex.
The workforce significantly increases its flexibility and therefore adapts better to change and works effectively under high levels of pressure. Transformational leadership has a positive impact on employee self-esteem as the leaders motivation makes employees feel more self-confident and more aware of their value as assets within the company they are part of, says Woo.
Hunger for knowledge and continuous curiosity should be the two main characteristics of a transformational leader. Therefore, training plans are key, both to improve the leaders figure and to implement them among his or her team in order to keep moving forward into the future.
Words and actions must go hand in hand so that consistency is present in all the decisions we make, suggests Woo. If you want your team to bet on innovation, the leader must be the first to step forward and take the risk to take this path.
To help you on this tough road of team leadership, several platforms offer HR indicators suitable to shed enough light on where you are going, so you can measure the key aspects of each department. The ultimate goal of transformational leadership is to get employees to follow the leaders lead to improve and move forward. Taking risks and facing potential failures are part of the road to success.
Transforming a company, no matter how flexible, is a long, slow process that must be pursued and kept in mind. The present does matter, but decisions must be made by thinking about where you want to go.
The transformational leader must trust in the capabilities of the people under his command. Knowing each employee is key to fostering their skills and helping them to give their best. Trust must be palpable for your team, that is, you must make sure, as a leader, to transmit to your team that you believe in them 100%.
About Allen Woo
Allen Woo is a self-taught expert in business and personnel management. Originally from Canada, he has spent much of his adult life honing his innate skills in motivation and personal growth. Woo dedicates his time to helping businesses and individuals make significant improvements in their daily interactions, constantly exploring new methods to motivate and enhance teams. When hes away from responsibilities, he likes to focus on inner growth and enjoys outdoor activities that exercise the body and the mind.
Allen Woo offers actions and strategies for retaining human talent in a company
There is no doubt that talent retention in companies is a difficult task to achieve, but Allen Woos advice is a formula that can make this factor an effective reality.
Dr. Allen Steven Lycka Continues bLU Series College Campus Presentations on Dangers of Alcohol
Allen Woo discusses how to transfer knowledge among members of a team
Knowledge is power, and that is why Allen Woo is a firm believer that knowledge transfer is necessary for the proper functioning of a company.
Allen Woo explains the importance of transformational leadership in the workplace
People developer Allen Woo explains why transformational leaders are of utmost importance in todays fast-changing era, especially if the idea is to take a workplace to the next level.
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