Case Study Grow Management Consultantsspecializes in leadership…
QuestionCase Study Grow Management Consultantsspecializes in leadership… Case StudyGrow Management Consultants specializes in leadership consultancy. It has been operational since 2010. The company offers a range of services to assist companies to assess leadership behavior of existing managers and performance metrics. They also design and implement customized leadership programs based on the assessment. Services are offered Australia-wide.The company offers regular professional development workshops on all aspects of leading and managing staff. The workshops are conducted every 3 months in Sydney, Brisbane and Melbourne, where they also double as networking events. The workshops are also offered to businesses, who run them as part of their management education programs. In 2018/19, the company ran a total of 36 workshops. The Operations Manager, Donna Chisholm is responsible for organizing and developing all the workshops. Workshops were turned online during the pandemic and business was not adversely affected. In fact, more people were able to attend for a lesser cost – especially those in regional areas. The senior consultants run the workshops. They, and their assistants (who also work as consultants), then use the contacts generated there to get commissions to carry out management-level assessments and projects for the company. The workshops are the principle means of advertising for the company’s consultancy services, where most of Grow Management Consultant’s income is generated.Each year the company runs a Leadership Conference in October and Dan Streep, the Administration Manager, has been responsible for the Conference for the last two years. The speakers are invited Industry and academic leaders who are well known and respected within the industry. Most of them rarely speak in public, which means that the Conference is always well attended. It has shown a small profit every year it has been run.The company has also produced an E-book Business Growth Leadership Techniques. The E-book has had reasonable sales, but these have mostly been restricted to workshop attendees, where they have been well received. Several senior consultants have expressed interest in writing an eBook in their area of expertise. The eBook was identified as a company asset that could generate more income with more effective marketing, and Erin O’Donnell, who has been the company’s marketing manager for three years, was appointed the eBook Project Manager.You have recently been employed by Grow Management Consultants as Program Manager. You are responsible for co-ordinating these three company projects, ensuring that they support each other in accordance with the Strategic Plan and Project Management Policy and Procedures.The key objectives of the program are:• For the Conference, workshops and eBook publishing to support each other to achieve mutually beneficial goals.• For all Grow Management Consultants’ projects to be financially viable and inclusive.The CEO is keen for you to take overall leadership of the program, develop a program vision and then promote this to the staff. Grow Management Consultants Strategic Plan2020 – 2023 WelcomeWelcome to the Strategic Plan for Grow Management Consultants. This document sets out our vision for the next three years and how we hope to achieve it.We hope you enjoy reading this document.Paul BurnsCEO Grow Management ConsultantsExecutive SummaryEstablished in 2010, Grow Management Consultants is a management consultancy company specialising in providing services to companies to assist them to improve the leadership performance of their staff. Grow Management Consultancy draws on its up-to-date knowledge and skills in best practice leadership concepts to assist clients with leadership performance.Mission StatementGrow Management Consultants are committed to promoting individual and organisational leadership excellence. We are providing mentoring training, coaching, consultation and program evaluation; offering cutting edge tools, resources and expert advice; sharing best and next practices; leading organizations through the process of creating a leadership culture; and recognising and celebrating excellence in leadership.Our values are:Core values underpinning our activities are:QualityInnovationRespectReliability.Strategic Priorities To be well led, high performing, profitable and accountableEnsure that all financial operations, performance indicators and results support the strategic policies.Identify new and expand existing sources of revenue, including establishing a training college to offer accredited training in leadership.Achieve profits of at least 10% per annum.Develop services to meet customer needs and aspirations Increase range of services offered to include change management and diversity.Hold an annual conference.Increase sales and range of e-books.Continue building deeper customer relationshipsCustomer-centred practice, with a focus on meeting their total needs for high-quality management.Strengthen the skills of our people, to better support customers.Drive innovation to better meet customer demands.Attract, engage and develop the best staffContinuing the drive to a customer centred, high performance workforce and culture.Strengthening the skills of our people, to better support customer needs.Empowering innovation and responsiveness to change.Continuing to enhance the diversity of our workforce.Employing additional consultants.Developing our human resources by implementing a formal human resources framework.Exploring the use of technology in human resources.The MarketThe Management Consulting industry has grown weakly over the past five years. Poor demand from downstream markets constrained industry revenue growth, with financial services and resources firms cutting spending on management consultants due to economic uncertainty and falling commodity prices. However, businesses using management consultants to introduce new business processes and enhance operating efficiencies have partly offset this trend. Industry operators have also increasingly incorporated analytics into their services, which offer clients greater understanding of their business and clients. Demand for services backed by analytics is expected to contribute to growth of 3.8% per annum until at least 2025.Research also shows that there is a need for workers to have strong leadership and management skills to support collaborative management, managing teams for a distance, empowering others and business acumen. Thus, the demand for leadership consultancy services is still strong. Situation AnalysisStrengths WeaknessesValue and qualityStrong managementCustomer loyaltyFriendly organisational cultureLevel of available finance for investment Brand name not developed as yetSmall organisationOpportunities ThreatsLeadership skills in demandOpportunities to offer a range of servicesOpportunities for synergies across all services and products High level of competitionEconomic downturn meaning less spent on consultantsFailing to satisfy clients demandsMarketing StrategiesOur marketing strategies aim to:build our brandgenerate leads nowconvert those leads quicklyhave every part of the business supporting each other.We plan to develop our market share by:improving our marketing and advertisingcontinually improving the quality of service given to clientsmaintaining effective communication channels with all stakeholders to ascertain industry requirements and then develop products and manage services accordinglycontinually improving communication channels with all our stakeholders, ensuring a flow of timely and accurate information to facilitate effective planning and decision makingtargeting identified growth markets with planned, market appropriate campaigns employing a variety of promotional strategies and advertising mediumsoffering attractive fee structures to our clientscontinually improving the skills, knowledge and effectiveness of Grow Management Consultants through our commitment to training and developmentregularly reviewing the effectiveness of all our operations and making improvements when and where necessary.Marketing prioritiesDesign and develop a monthly newsletter to send out to all clients.blog page on web site to provide regular latest news.Key projectsLeadership Conference Grow Management Consultants provides Leadership Conference every year in October. this year’s Conference. Dan has been responsible for the Conference for the last two years. The speakers who are invited are industry and academic leaders who are well known and respected. Most of them rarely speak in public, which means that the Conference is always well attended. To date the conference has shown a small profit every year it has been run. However, we aim to create synergies between all of our key projects to increase the profits created by the conference. See below.WorkshopsGrow Management Consultants also offers regular professional development workshops on all aspects of leading and managing staff. The workshops are conducted every 3 months in Sydney, Brisbane and Melbourne, where they also double as networking events. The workshops are also offered to businesses, who run them for their management as part of their ongoing education programs. In 2019/20, the company ran a total of 36 workshops. The workshops work very well as a source of advertising for the company’s consultancy services, where most of Grow Management Consultant’s income is generated. Again a small profit was made, however, we aim to create synergies between all of our key projects to increase the profits created by the workshops.EbooksGrow Management Consultants has also produced an E-book Business Growth Leadership Techniques. The E-book has had reasonable sales, but these have been restricted to Conference and workshop attendees, where they have been well received. Several senior consultants have also expressed interest in writing an eBook in their area of expertise. The eBook was identified as a company asset that could generate more income with more effective marketing. The plan is to write three further Ebooks to be launched at the conference and workshops this year.Synergies across projectsWe aim to create synergies across all of our projects to offer a greater choice of services to customers, increase profits and grow our brand presence.For example, planned future actions for 2021 include setting up a membership scheme whereby clients can access a number of workshops a year plus the conference plus a number of ebooks. The cost of the membership will be cheaper than buying all of these services individually. The number of services to be offered will need to be discussed by project managers. Diversity policy and proceduresDiversity vision Diversity management benefits individuals, teams, our company as a whole, and our customers. We recognise that each employee brings their own unique capabilities, experiences and characteristics to their work. We value such diversity at all levels of the company. Grow Management Consultants believes in treating all people with respect and dignity. We strive to a foster a supportive and understanding environment in which all individuals realise their maximum potential within the company, regardless of their differences. We recognise the importance of reflecting the diversity of our customers and markets in our workforce. Grow Management Consultants’ diversity encompasses differences in ethnicity, gender, language, age, sexual orientation, religion, socio-economic status, physical and mental ability, thinking styles, experience, and education. Managing diversity makes us more creative, flexible, productive and competitive. Grow Management Consultants recruits employees from many different cultural, linguistic and national backgrounds. This provides us with valuable knowledge for understanding our customers. Career development and promotion Grow Management Consultants rewards excellence and all employees are promoted on the basis of their performance. All managers are trained in managing diversity to ensure that employees are treated fairly and evaluated objectively. Community programmes We recognise that racism, ageism, sexism and other forms of discrimination are problems both for our organisation and society as a whole. Grow Management Consultants is committed to tackling cultural stereotypes both within and outside our organisation. We have clear reporting procedures for any type of discrimination or harassment combined with follow-up procedures to prevent future incidents. Diversity bodies Our commitment to diversity is led by our diversity champions who come from all levels of the company, from top management to the shop floor. The diversity champions make up a diversity committee, which is responsible for ensuring that our diversity policy is articulated in the day to day running and the strategic direction of the company. Diversity practices All employees undergo diversity training. Diversity training encompasses raising awareness about issues surrounding diversity and developing diversity management skills. Grow Management Consultants provides a safe and pleasant environment for our employees. We offer: flexible working time arrangementsemployee education assistanceemployee network and support groupsopen communicationschildcare assistancementor programmes. Conflict management and escalation Policy and ProceduresPurposeProblems, misunderstandings and frustrations may arise in the workplace. Grow Management Consultants aims to be responsive to its employees and their concerns. The purpose of this policy is to provide a quick, effective and consistently applied method for a nonsupervisory employee to present his or her concerns to management and have those concerns internally resolved.An employee who is confronted with a problem may use the procedure described below to resolve or clarify his or her concerns and will not be subject to retaliation for filing a complaint under this policy.ResponsibilitiesManagers must ensure that: they identify, prevent and address potential problems before they become formal grievancesthey are aware of, and are committed to, the principles of communicating and information sharing with their employees and volunteersall decisions relating to employment practices are made with consideration given to the ramifications for the individual, as well as the organisation in generalany grievance is handled in the most appropriate manner at the earliest opportunityall employees and volunteers are treated fairly and without fear of intimidation.Employees must ensure that they attempt to resolve any issues through their immediate supervisor and through internal processes at the earliest opportunity. Before escalating the process, employees and managers should provide guidance, counselling, mentoring, coaching etc. to limit additional conflict or future problems.All parties are to maintain complete confidentiality at all times. ProceduresStep 1: Discussion with supervisorInitially, employees should bring their concerns or complaints to their immediate supervisor. The two parties should discuss the matter openly and work together to achieve a desired outcome. Employee may bring along a representative to this meeting.The Manager must ensure that the manner in which the meeting is conducted will be conducive to maintaining positive working relationships, and will provide a fair, objective and independent analysis of the situation.The immediate supervisor should respond in writing to the complaint within five days of the meeting held with the complainant employee.Step 2: Written complaint and decisionIf the discussion with the immediate supervisor does not resolve the problem (or if the supervisor does not respond to the complaint), the employee may submit a written complaint to the employee’s senior (e.g. General manager, CEO).Take accurate and detailed notes of all conversations (including dates, people involved) and attach any supporting documentation.Employees may request assistance with writing their complaints from the human resource (HR) department.The employee’s senior should forward a copy of the complaint to the HR department.The submission of the written complaint is due within five working days of the response from the supervisor and should include:the problem and the date when the incident occurred.the date when the employee met with the immediate supervisor.a copy of the immediate supervisor’s written response or a summary of his or her verbal response. (If the supervisor provided no response, the complaint should state this.)suggestions on ways to resolve the problem.Upon receipt of the formal complaint, the senior manager must schedule a meeting with the employee within five working days to discuss the complaint.Within approximately five working days after the discussion, the senior should issue a decision both in writing and orally to the employee filing the complaint.Step 3: Appeal of decisionIf the employee is dissatisfied with the decision of the senior, the employee may, within five working days, appeal this decision in writing to the HR department.The HR department may call a meeting with the parties directly involved to facilitate a resolutionStep 4: Further actionIf it cannot be resolved at senior management level, it may need to be referred to an independent body such as the Fair Work Commission. Additional GuidanceGrow Management Consultants reserves the right to impose appropriate disciplinary action for any conduct it considers to be disruptive or inappropriate. The circumstances of each situation may differ, and the level of disciplinary action may also vary, depending on factors such as the nature of the offense, whether it is repeated, the employee’s work record and the impact of the conduct on the organization. Section 1: Establish program vision and environment Define and document the roles and responsibilities associated with your program. Include: Roles (your own role and at least two stakeholders)ResponsibilitiesHow your role contributes towards the broader goals of the work environmentAttach your draft roles and responsibilities document to this section of our portfolio. Develop a draft vision statement.Attach your draft vision statement document to this section of our portfolio.Attach proof of the organization’s mission and values to this section of your portfolio (e.g. highlighted Section from the Strategic plan) PowerPoint presentation for use at a meeting with program stakeholders.Include:rationale for a program visionyour draft program visionalignment to company mission and valuesroles and responsibilities of all stakeholders involved in the program and its vision.Attach your PowerPoint presentation to this section of your portfolio. Research methods/ techniques to build trust and confidence within the program.How can you ensure all stakeholders are treated fairly and equitably?How can you facilitate respect and commitment between stakeholders?What can you do to encouraging open discussion?What does active listening and questioning involve?How can you manage differences in views and expectations?How can you attend to issues and concerns according to your organisation’s policies and procedures?Which suitable interpersonal and leadership styles can you apply?Attach proof of your organisation’s policies and procedures that address attending to issues and concerns to this section of your portfolio (highlight the relevant sections). Summarise your meeting with stakeholders.Who attended the meeting?What differences in views and expectations were expressed (at least one related to roles and responsibilities and one related to the vision statement)?What did you negotiate?Attach proof of your stakeholder meeting (unless already viewed in person by your assessor). Update your document that defines the roles and responsibilities of program stakeholders.Highlight changes (e.g., using a highlighting formatting tool.)Attach your final roles/responsibilities document to this section of your portfolio. Update the vision statement.Highlight changes (e.g., using a highlighting formatting tool.)Attach your final vision statement to this section of your portfolio. Section 2: Manage risks Develop a code of ethics for professional conduct. Review your codes of ethics.Does it address the issues of accruing frequent flyer points? Research and summarise the best practice codes of ethics and other documents on the issue of staff use of frequent flyer points.What is best-practice regarding the use of frequent flyer points?How do other companies manage staff use of frequent flyer points (at least three)?It is generally accepted as ethical and allowable?Attach proof of your research sources to this section of your portfolio. Update code of ethics to address the issue of staff use of frequent flyer points according to best practice.Highlight your changes (e.g. by using a highlighting tool). Develop a risk management plan and related strategies by completing the template below. Include at least three risks spread across a range of projects that fall within your program management.Note: If your organisation has a specific template of risk management, use it and attach your risk management plan and strategies to this section of the portfolio. Risk Consequences Severity Rating (0 – 5) Likelihood rating (0 – 5) Risk rating (likelihood x severity) Risk strategies, treatment and control Person responsible Attach: Codes of ethics research ☐Risk management plan and strategies (if relevant) ☐ Section 3: Support staff learning and personal leadership Develop a report on supportive learning environments.Include:Rationale for viewing program planning and implementation as a learning process.The importance of capturing lessons learned from programs and projects and treating both successes and failures as learning opportunities (lessons learned).Recommendations on how to capture lessons learned from the program/project.Action plan for capturing lessons learned from relevant stakeholders. Sources of information on lessons learned.Attach your report to this section of your portfolio. Submit your report to the CEO.Attach proof of how you submitted the report (e.g. as an attachment to a draft email) to this section of your portfolio. Develop a bulletin.Include:Key points from chosen article and lesson learned.the importance of reflecting on and reviewing practice as a basis for learning.Attach your bulletin to this section of your portfolio. Communicate the bulletin to all relevant stakeholders.Attach proof of how you communicated the bulletin to this section of your project portfolio (e.g. photo of the bulletin on a notice board, attach to a draft email etc.) Summarise your meeting with a stakeholder.Who did you meet with?What learning need was identified?Which potential opportunities for further professional development id you discuss?Which program benefits must still be attained by the stakeholder?What feedback did you receive (strength and weaknesses)?Attach proof of your meeting to provide staff learning support (unless already viewed in person by your assessor). Summarise feedback about your leadership skills (from the initial stakeholder meeting in Section 1 of your Project Portfolio). Evaluate your leadership using all feedback received.How can you improve your future leadership?What opportunities exists to help you make the improvements for future leadership? Attach: Report on supportive learning environments ☐Proof of how you submitted the report ☐Bulletin ☐ Proof of how you communicated the bulletin ☐ Proof of your meeting to provide staff learning support ☐ BusinessManagementProject ManagementMANAGMENT LSPHShare Question
