![]() ![]() ![]() ![]() It’s s a great way to assign roles and responsibilities for each part of a project task, thus eliminating confusion and always knowing “who’s doing what?” List the tasks down the left column, and the people involved across the top row. This tool came in handy during merger/acquisition/downsizing efforts. Below is simple example illustrating decision matrix. I like to leave a far-right column for comments/notes. Then we filled in the matrix and lastly, totaled the weighted scores. Next, we entered the benefits of adding a new product across the top of the matrix versus living with our existing product. To help us decide, we wrote the customer criteria down the leftmost column of the matrix and established a weight for each criteria. We considered adding a new product, a universal life insurance plan, to our whole life plan with a premium investment component. Here’s my real-life example: The executive team at an organization I worked for needed to meet the demand of customers to have an investment component to their life insurance plan. Try this when you need to make a tough choice between which product better meets a customer need. In this example, we could have better member attendance, and better temperature control in the room (and some effort focused on the EA Chair's facilitation!). This spider chart is a good example of how we might assess making an EA group more meaningful to each member. A spider diagram is one of my favorite tools because it opens my eyes to brewing trouble, surfaces hot issues and helps me know where to focus efforts to meet and exceed expectations. If you ask the right questions, plot the replies and look for gaps, the tool organically works to help you. We also asked how they thought the service should be performed on a scale of 1 to 5. The spaces let us know where the biggest gaps in expectations versus service were and where we needed to focus our efforts.Īt an executive level, you might be charged with finding out what motivates your team or how they view something. Here’s an example: We used a spider chart to help gauge HR service levels via a survey. We asked questions about eight aspects of service and how employees thought we performed in each on a scale of 1 to 5. It can be used to measure quantitative items such as where sales are and where they should be, but it can be useful in finding qualitative information, too. This type of chart has multiple levels of use. They create an overview and can help distill complex topics into a single memorable image. When I was leading a human resources team at UW-Madison, I often used spider charts help visualize gaps. ![]() They are applicable and adaptable, and they always improved my understanding. It never mattered what type of work we were doing these are the trusted tools I’ve used throughout my career. Here are some of my executive survival kit favorites. Just as is the case with leisure activities, leaders need effective tools to promote strategic thinking, creativity and problem-solving. References Read the report now on AFB.Whatever your passion is for activities outside of work -cooking, gardening or sports, for example -you probably have some favorite utensils and an established framework for accomplishing them. Of people who are blind or have low vision, email: Downloadable ChaptersĪpplication, Assessment, and Interviewing For more information on this toolkit or other projects relating to employment The study provides insights on common barriers to inclusion in the workplace and the most promising ways to reduce those barriers throughout the employment experience for workers who are blind or have low vision.ĭivided into downloadable chapters, the toolkit assists HR professionals and hiring managers throughout the various stages of recruiting, hiring, onboarding, and retaining employees. The toolkit was developed following AFB’s Workplace Technology Survey, published in November 2021. Steps for Success: Hiring, Onboarding, and Retaining People Who Are Blind or Have Low Vision provides key best insight, practices, and guidance to assure barriers to opportunity don’t stand in the way of people who are blind or have low vision. The American Foundation for the Blind (AFB) is pleased to offer the following useful toolkit for human resource professionals and hiring managers. ![]()
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