Organizational Effectiveness in the NFL

1. Organizational Effectiveness in the NFL Colby Mays

2. Definition of Organizational Effectiveness

3. Definition of Organizational Effectiveness • Organizational effectiveness is the concept of how effective an organization is in achieving the outcomes the organization intends to produce. • This concept can be broken into three key groups: talent management, leadership development, and organization design

4. Talent Management

5. Talent Management • Talent management is the science of using strategic human resource planning to improve business value and to make it possible for companies and organizations to reach their goals. • Everything done to recruit, retain, develop, reward and make people perform forms a part of talent management as well as strategic workforce planning. • A talent-management strategy needs to link to business strategy to make sense.

6. Evaluations • Current employee performance within a specific job has always been a standard evaluation measurement tool of the profitability of an employee. • However, talent management also seeks to focus on an employee’s potential, meaning an employee’s future performance, if given the proper development of skills and increased responsibility.

7. Evaluations Potential Performance

8. Competencies and Talent Management • Talent management decisions are often driven by a set of organizational core competencies as well as position-specific competencies. • The competency set may include knowledge, skills, experience, and personal traits. • New techniques involve creating a competency architecture for the organization that includes a competency dictionary to hold the competencies in order to build job descriptions.

9. Competencies and Talent Management • Talent management decisions are often driven by a set of organizational core competencies as well as position-specific competencies. • The competency set may include knowledge, skills, experience, and personal traits.

10. Competencies and Talent Management 3-4 Defensive Tackle 4-3 Defensive Tackle

11. Talent Market Place • A talent marketplace is an employee training and development strategy that is set in place within an organization. • The point of activating a talent marketplace within a department is to harness and link an individual’s particular skills.

12. Team Market Place Julius Peppers as a 3-4 Outside Linebacker Julius Peppers as a 4-3 Defensive End

13. Leadership Development

14. Leadership Development • Leadership development refers to any activity that enhances the quality of leadership within an individual or organization. • These activities have ranged from MBA style programs offered at university business schools to action learning, high-ropes courses and executive retreats.

15. Developing Individual Leaders • Traditionally, leadership development has focused on developing the leadership abilities and attitudes of individuals. • A good personal leadership development program should enable one to develop a plan that helps one gain essential leadership skills required for roles across a wide spectrum from a youth environment to the corporate world.

16. Developing Individual Leaders • There are four key concepts in leadership development 1. experiential learning: positioning the individual in the focus of the learning process. 2. self efficacy: the right training and coaching should bring about 'Self efficacy' in the trainee. 3. visioning: Developing the ability to formulate a clear image of the aspired future of an organization unit. 4. attitude: attitude plays a major role in being a leader.

17. Developing Leadership at the Collective Level • More recently, organizations have come to understand that leadership can also be developed by strengthening the connection between, and alignment of, the efforts of individual leaders and the systems through which they influence organizational operations. • Leadership development can build on the development of individuals to become leaders. • In addition, it also needs to focus on the interpersonal linkages between the individuals in the team.

18. Succession Planning • The development of "high potentials" to effectively take over the current leadership when their time comes to exit their positions is known as succession planning. • Succession planning requires a sharp focus on organization's future and vision, in order to align leadership development with the future the firm aspires to create.

19. Succession Planning • There are three key concepts in succession planning: 1. skills and knowledge 2. role perception and degree of acceptance of leading role 3. self-efficacy

20. Succession Planning Quarterback of the Future Quarterback of the Present

21. Organization Design

22. Organization Design • Organization design or architecture of an organization as a metaphor provides the framework through which an organization aims to realize its core qualities as specified in its vision statement. • It provides the infrastructure into which business processes are deployed and ensures that the organization's core qualities are realized across the business processes deployed within the organization. • In this way, organizations aim to consistently realize their core qualities across the services they offer to their clients.

23. Reshaping Organization Structure • Organization design can be defined narrowly, as the process of reshaping organization structure and roles, or it can more effectively be defined as the alignment of structure, process, rewards, metrics and talent with the strategy of the business. • Organization design may involve strategic decisions, but is properly viewed as a path to effective strategy execution.

24. Reshaping Organization Structure • The organization design process is often defined in phases. • Phase one is the definition of a business case, including a clear picture of strategy and design objectives. • This step is typically followed by "strategic grouping" decisions, which will define the fundamental architecture of the organization. 1. behavior 2. function 3. product or category 4. customer or market 5. geography 6. matrix

25. Reshaping Organization Structure Current Head Coach Former Head Coach

26. Review

27. Organizational Effectiveness • https://www.youtube.com/watch?v=vLVtO4_UHw4