Registered: Oct 2009
Posts: 5

Some excerpts :

Have seen the surveys which cite something like 40% of the heads of Institutes /organizations are looking towards transition of their vision in the next 10 years. But fewer than quarter of those who plan to do so in 5 years have put the same to practice. This process takes time, a plan, and a team of advisors to achieve success for both the commercial and vision fulfillment


Vision planning is a process for identifying and developing personnel with the potential to fill key or critical organizational positions whose roles have been clearly demarcated. It should ensure the availability of experienced and capable talent that are prepared to assume these roles as they become available.
Should accelerate the transition of qualified employees from individual contributors to the torch bearer role of the vision . Must envision to:

· Prepare employees to undertake key roles
· Recruit & Develop talent for long-term growth
· Improve workforce capabilities and overall performance
· Improve commitment and therefore retention
· Meet the career development requirements of employees
· Improve support to employees throughout their employment
· Counter the increasing difficulty of recruiting externally
· Focus on leadership continuity and improved knowledge sharing
· Provide more effective monitoring and tracking of employee proficiency levels and skill gaps

Vision planning is a necessary part of an organization's ability to reduce risk, create a proven leadership model, smooth organizational continuity and improve staff morale./potential.

There are four stages to developing an effective Vision plan:

1. Identifying roles/profiles;
2. Developing a clear understanding of the capabilities required to undertake those roles;
3. Identifying/recruiting from outside employees who could potentially fill and perform highly in such roles; and
4. Preparing them to be ready for advancement into each identified/significant role.
Without the effective implementation of such sight, there can be significant impacts on an organization including;

Loss of expertise and intellectual capital
Loss of continuity & growth
Damaged relationships & equity of the organization
Time and effort to recruit and train replacement employees

There are seven stages which call for the implementation of Vision plans :

1. Survival -- Once the business has survived the start-up stage, the head should consider a Vision plan.
2. Commitment -- The head must be committed to the concept that the organization must continue to create opportunity for those to come( Fresh talent) . This commitment must be communicated clearly, extensively, and often.
3. Recruitment -- Recruiting best in the trade people always pays dividends and is a key area of importance in vision planning.
4. Development -- Investing time in developing family members, key employees, and management team members, and allowing them to exercise authority and control, will be vital to success. Those recruited from outside should be given enough time to acclimatize with the culture and vision/mission.
5. Selection -- Having developed a vision implemention plan and recruited the right people, identifying those who share the same vision becomes easier thus avoiding any risk of failure. By empowering a broad range of key people, the identification process is simplified and the heads' options are enhanced.
6. Announcement – The key roles /profiles should be announced clearly and with out ambiguity to all.
7. Implementation -- In implementing the vision plan, the head must be ready to let the torch bearer take hold and carry the mission forward. He must be prepared to take on new challenges , and take only the advisory roles.

The above steps taken appropriately and in order of priority of the organization in line with the stage it is going through ,can foretell it’s growth and can proactively contribute towards it’s superiority over the competitors.

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Nishant

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