Please update your browser
We have detected that you are using an outdated browser that will prevent you from using
certain features. An update is required to improve your browsing experience.
We have detected that you are using an outdated browser that will prevent you from using
certain features. An update is required to improve your browsing experience.
Hi, my name is Aliu Mohammed, Let discuss this topic, Capacity Building in Leadership nd Talent.
Rubicon three Business ( Their members - run Bakery, Landscape compCom, nd home care service.)
Hi, see another one, Evaluating Employee Performance, in addition to hiring top talent, Rubicon also made it a point to leverage business technique from the for profit sector to build capacity in the organization talent.
Hey my fellow students, Let Look this Topic, Retaining Top Talent.
Finally Rubicon also maintained a talent staff by laying of any employee that did not meet performance Expectations.
Organizations quite often rest on the shoulders of the founder especially in the early stages, sometimes it is because these founders are so rigid and do not want to change and accept advise from external people but with this, the growth of organization is affected. i believe developing good leadership that involves openness to sharing of ideas is a very good opportunity for the organuisation to grow
Hello, i totally agree on developing good leadership on sharing ideas in order to grow
Hey my fellow students, Let Look this Topic, Retaining Top Talent.
Finally Rubicon also maintained a talent staff by laying of any employee that did not meet performance Expectations.
Leadership and talent is very vital to the growth of an organization. I feel it should become parts and parcel of the permanent organization structure
retaining good talents would help the organization grow rapidly
Hi everyone, leadership and talent are definitely the weakest links in my organization so it was very inspiring to read the case studies from the different nonprofits around the world developing this area. I particularly liked the resources around developing the second tier of management and found the external and self-directed methods of capacity building to be very affirming.
That's great!!
Hello everyone, Leadership and Talent is very important to the growth of an organization. Work should also be assigned to the right people/ hire top talents in order to increase the growth of the organization.
@Afroafrica said in Module 2: Leadership and Talent:
Organizations quite often rest on the shoulders of the founder especially in the early stages, sometimes it is because these founders are so rigid and do not want to change and accept advise from external people but with this, the growth of organization is affected. i believe developing good leadership that involves openness to sharing of ideas is a very good opportunity for the organuisation to grow.
Yes! Hiring talents will also contribute to the growth of the organization.
Developing skills in senior management is important.
Good thinking
I love everything about this model particularly running not one but 3 for profit organizations to fund the nonprofit. In addition the level of clarity displayed by the leadership is to me commendable. They clearly understood that generating profit among the 3 businesses was critical and so were able to let go of non performing members of staff. In one sense, firing staff is somewhat atypical for a nonprofit as society to a large extent sees social enterprises through the lens of empathy and compassion but Rubicon obviously had an absolutely resolute leadership which helped them meet their mission.
I like this module helps to shape the organisation and it grows to the next level
Capacity building helps to shape the organisation to grow to the next level
@AliuMohammed said in Module 2: Leadership and Talent:
Hi, my name is Aliu Mohammed, Let discuss this topic, Capacity Building in Leadership nd Talent.
Rubicon three Business ( Their members - run Bakery, Landscape compCom, nd home care service.)
- Hiring top talent
Rubicon made the decision to hire to talent.
To run business , Rubicon was willing to pay competitive salaries to hires who had experience be advance degrees such as mbas.
I agree because hires who are paid with competitive salaries would feel more appreciated which in return benefits the company
these tactics supported their strategy but the thing that was missing from the description was how they supported, educated and otherwise built the capability of their team members, e.g. rather than just firing underperformers. This might have been something the organisation did but is just not in the case study text.
Leadership and talent is very vital to the growth of an organization. I feel it should become parts and parcel of the permanent organization structure
You are engaged engaged in 3 different business that requires different knowledge and skill to carry out. Taking in talents from outside is a good strategy to ensure the attainment of your goals and objectives.
Three lessons here that can make a business successful, empowering the current staff members and making sure that that you hire people with relevant qualifications and last make sure that those who perform can get insentives in order to perform more. Those that do not perform are laid off. These are some of the key ideas in order for a business to succeed. It sounds heartless in other areas but we need to learn to separate feelings from business so that we do what us best for the business.
Improving the capacity of your team by allowing them to exchange knowledge with the older team and do professional trainings to help them understand the field, it's an effective way to save your organization from failure.
Rubicon incorporated a yearly evaluation process to ensure their members were meeting expectations, making progress towards their own goals, and providing feedback to the organization. This process would reward those with good performance throughout the year with monetary incentives (McKinsey & Company, 2001).
I agree , some leaders are just too rigid and this in turn affects the organization as a whole.
Having a good leadership and hiring expert to help Train staff is important in the growth of an organisation
Mission and performance orientation by best skills available is a good strategy.
In essence, we should use different ways to build the capacity. External resources and self-directed capacity building are very important.
So helpful, can't wait to apply this and share the wisdon with others
It is such an enjoyement being part of this course and learning here.
I read some answers which gave me ideas. Thanks to the members and this platform ;its helps me a lot