Dear Seniors, Please help me to prepare a mission of atraining department. Regards, Jacky
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Hi Jacky,
A mission statement defines, in a paragraph or so, any entity's reason for existence. It embodies its philosophies, goals, ambitions, and mores.
You may choose to follow this method:
1) Gather your team and ask them what they think of the Training Department (currently) (descriptive rather than functional, e.g., motivating, time wasters, objective, business-friendly, detached, etc.).
2) Gather all stakeholders (other department heads) and ask them what they think (descriptive) (Read more on Kurt Levin's Mirror Imaging method).
3) In the same meetings, ask them what the Training Department should be (remember it is not what it should be doing but what it should be). You can give the following example: When you describe a person, you do not describe his/her profession but how the person behaves and what his/her characteristics are. So here, try to envision the characteristics and behaviors that the Training Department should predominantly possess.
4) Now that you have gathered four different sets of data from two different sources, find out what you, as a training department, need to be doing (large activities, strategies, e.g., aligning to business, contributing to the bottom line, etc.) in order to fill the gap between current and future descriptors.
5) Now all you have to do is add the future descriptors (adjectives, behaviors) with the activities (actions), and that becomes your Mission statement.
6) Out of this, you can also define your Vision and hence your objectives for the year (remember to add measurables and accountabilities when you do this).
Alternatively, you can follow this method:
1. Develop your team mission statement by identifying:
Stakeholders - Those people who are directly affected by the Department's successes and failures. Stakeholders could be employees, internal customers, organizational customers, external customers.
Products and Services - Items that your department produces/services for its internal customers. Products and services might include consulting, training, products, or services for individual use, products or services for business use.
Value Added - The key advantage your department provides to the organization. Why would another department/employees come to your team for service? What makes your team special?
2. Construct A First Draft:
The [your team name] meets the [your products and services] needs of [stakeholders] by [value added].
3. Refine the Team Mission Statement:
Is it too wordy? Is it brief and to the point? Will team members remember it? Would it make sense to your stakeholders? Is it a true mission statement and not a goal? Does it inspire your team? Does it describe your team focus and effort? Is it unique?
4. Make It Visible:
Post the mission statement for easy review by all team members and customers.
5. Follow it!
This step will be easy if you've involved your entire team in the process. Use it as a guide for everything the team does. Bounce team goals and activities against it to ensure you are doing the right thing.
Regards,
Kenneth Lewis
From India, Mumbai
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20A mission statement defines, in a paragraph or so, any entity's reason for existence. It embodies its philosophies, goals, ambitions, and mores.
You may choose to follow this method:
1) Gather your team and ask them what they think of the Training Department (currently) (descriptive rather than functional, e.g., motivating, time wasters, objective, business-friendly, detached, etc.).
2) Gather all stakeholders (other department heads) and ask them what they think (descriptive) (Read more on Kurt Levin's Mirror Imaging method).
3) In the same meetings, ask them what the Training Department should be (remember it is not what it should be doing but what it should be). You can give the following example: When you describe a person, you do not describe his/her profession but how the person behaves and what his/her characteristics are. So here, try to envision the characteristics and behaviors that the Training Department should predominantly possess.
4) Now that you have gathered four different sets of data from two different sources, find out what you, as a training department, need to be doing (large activities, strategies, e.g., aligning to business, contributing to the bottom line, etc.) in order to fill the gap between current and future descriptors.
5) Now all you have to do is add the future descriptors (adjectives, behaviors) with the activities (actions), and that becomes your Mission statement.
6) Out of this, you can also define your Vision and hence your objectives for the year (remember to add measurables and accountabilities when you do this).
Alternatively, you can follow this method:
1. Develop your team mission statement by identifying:
Stakeholders - Those people who are directly affected by the Department's successes and failures. Stakeholders could be employees, internal customers, organizational customers, external customers.
Products and Services - Items that your department produces/services for its internal customers. Products and services might include consulting, training, products, or services for individual use, products or services for business use.
Value Added - The key advantage your department provides to the organization. Why would another department/employees come to your team for service? What makes your team special?
2. Construct A First Draft:
The [your team name] meets the [your products and services] needs of [stakeholders] by [value added].
3. Refine the Team Mission Statement:
Is it too wordy? Is it brief and to the point? Will team members remember it? Would it make sense to your stakeholders? Is it a true mission statement and not a goal? Does it inspire your team? Does it describe your team focus and effort? Is it unique?
4. Make It Visible:
Post the mission statement for easy review by all team members and customers.
5. Follow it!
This step will be easy if you've involved your entire team in the process. Use it as a guide for everything the team does. Bounce team goals and activities against it to ensure you are doing the right thing.
Regards,
Kenneth Lewis
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Jacky,
A mission statement defines in a paragraph or so any entity's reason for existence. It embodies its philosophies, goals, ambitions, and mores.
You may choose to follow this method:
1) Gather your team and ask them what they think of the Training Department (currently) (descriptive rather than functional, e.g. motivating, time-wasters, objective, business-friendly, detached, etc.)
2) Gather all stakeholders (other department heads) and ask them what they think (descriptive) (Read more on Kurt Levin's Mirror Imaging method).
3) In the same meetings, ask them what the Training Dept should be (remember it is not what it should be doing but what should it be). You can give the following example: When you describe a person, you do not describe his/her profession but how the person behaves and what his/her characteristics are. So here, you try to envision the characteristics and behaviors that the Training Department should predominantly possess.
4) Now that you have gathered four different data from two different sources, find out what your training department needs to be doing (large activities, strategies, e.g., aligning to business, contributing to the bottom line, etc.) in order to fill the gap between current and future descriptors.
5) Now all you have to do is add the future descriptors (adjectives, behaviors) with the activities (actions), and that becomes your Mission statement.
6) Out of this, you can also define your Vision and hence your objectives for the year (remember to add measurables and accountabilities when you do this).
Alternatively, you can follow this method:
1. Develop your team mission statement by identifying:
Stakeholders - Those people who are directly affected by the Department's successes and failures. Stakeholders could be employees, internal customers, organizational customers, external customers.
Products and Services - Items that your department produces/services for its internal customers. Products and services might include consulting, training, products, or services for individual use, products, or services for business use.
Value Added - The key advantage your department provides to the organization.
Why would another department/employees come to your team for service? What makes your team special?
2. Construct A First Draft:
The [your team name] meets the [your products and services] needs of [stakeholders] by [value added].
3. Refine the Team Mission Statement:
Is it too wordy? Is it brief and to the point? Will team members remember it? Would it make sense to your stakeholders? Is it a true mission statement and not a goal? Does it inspire your team? Does it describe your team focus and effort? Is it unique?
4. Make It Visible:
Post the mission statement for easy review by all team members and customers.
5. Follow it!
This step will be easy if you've involved your entire team in the process. Use it as a guide for everything the team does. Bounce team goals and activities against it to ensure you are doing the right thing.
Some examples are as follows:
1) We provide quality Training & Development services to develop, motivate, and retain a diverse workforce within a supportive work environment. We do this with an emphasis on internal customer service based on consultation and communication with all employees, stakeholders, and vendors.
2) Helping to give employees the skills they need to help our clients drive sales and build long-term value for their product and service brands.
3) Our mission is to ensure that all training or developmental activity we undertake will have a positive impact on the future performance of our businesses. We will provide inspiring training that motivates individuals to achieve their full potential, thereby helping achieve our business goals.
I also suggest you give your Training Department a suitable name, for example, Workplace Learning Team, Employee Developers, Talent Incubators, etc.
For more info, read this: <link outdated-removed> (Search On Cite | Search On Google)
Regards,
Kenneth Lewis
Corporate Learning Strategist
FYMC Pvt. Ltd.
9820160888
From India, Mumbai
Acknowledge(0)Amend(0)
A mission statement defines in a paragraph or so any entity's reason for existence. It embodies its philosophies, goals, ambitions, and mores.
You may choose to follow this method:
1) Gather your team and ask them what they think of the Training Department (currently) (descriptive rather than functional, e.g. motivating, time-wasters, objective, business-friendly, detached, etc.)
2) Gather all stakeholders (other department heads) and ask them what they think (descriptive) (Read more on Kurt Levin's Mirror Imaging method).
3) In the same meetings, ask them what the Training Dept should be (remember it is not what it should be doing but what should it be). You can give the following example: When you describe a person, you do not describe his/her profession but how the person behaves and what his/her characteristics are. So here, you try to envision the characteristics and behaviors that the Training Department should predominantly possess.
4) Now that you have gathered four different data from two different sources, find out what your training department needs to be doing (large activities, strategies, e.g., aligning to business, contributing to the bottom line, etc.) in order to fill the gap between current and future descriptors.
5) Now all you have to do is add the future descriptors (adjectives, behaviors) with the activities (actions), and that becomes your Mission statement.
6) Out of this, you can also define your Vision and hence your objectives for the year (remember to add measurables and accountabilities when you do this).
Alternatively, you can follow this method:
1. Develop your team mission statement by identifying:
Stakeholders - Those people who are directly affected by the Department's successes and failures. Stakeholders could be employees, internal customers, organizational customers, external customers.
Products and Services - Items that your department produces/services for its internal customers. Products and services might include consulting, training, products, or services for individual use, products, or services for business use.
Value Added - The key advantage your department provides to the organization.
Why would another department/employees come to your team for service? What makes your team special?
2. Construct A First Draft:
The [your team name] meets the [your products and services] needs of [stakeholders] by [value added].
3. Refine the Team Mission Statement:
Is it too wordy? Is it brief and to the point? Will team members remember it? Would it make sense to your stakeholders? Is it a true mission statement and not a goal? Does it inspire your team? Does it describe your team focus and effort? Is it unique?
4. Make It Visible:
Post the mission statement for easy review by all team members and customers.
5. Follow it!
This step will be easy if you've involved your entire team in the process. Use it as a guide for everything the team does. Bounce team goals and activities against it to ensure you are doing the right thing.
Some examples are as follows:
1) We provide quality Training & Development services to develop, motivate, and retain a diverse workforce within a supportive work environment. We do this with an emphasis on internal customer service based on consultation and communication with all employees, stakeholders, and vendors.
2) Helping to give employees the skills they need to help our clients drive sales and build long-term value for their product and service brands.
3) Our mission is to ensure that all training or developmental activity we undertake will have a positive impact on the future performance of our businesses. We will provide inspiring training that motivates individuals to achieve their full potential, thereby helping achieve our business goals.
I also suggest you give your Training Department a suitable name, for example, Workplace Learning Team, Employee Developers, Talent Incubators, etc.
For more info, read this: <link outdated-removed> (Search On Cite | Search On Google)
Regards,
Kenneth Lewis
Corporate Learning Strategist
FYMC Pvt. Ltd.
9820160888
From India, Mumbai
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