brokeringedge

The lead up to financial year end is always such a busy time.  I remember well the furious activity that takes place, particularly in large organisations, in effectively managing the year end finances to ensure the best possible result for shareholders.  Fortunately, organisations are taking their wider community and social responsibilities more seriously when it comes to measuring organisational success via such mechanisms as the Triple Bottom Line and Balanced Scorecard.  The triple bottom line, coined by John Elkington of SustainAbility captures an expanded spectrum of values and criteria for measuring organizational (and societal) success - economic, environmental and social. For some a commitment to Corporate Social Responsibility brings with it a need to institute triple bottom line reporting. 

The Balanced Scorecard (Kaplan & Norton, 1992), which is arguably a more robust way to measure organisational success in a wider community context, measures financial success across 4 perspectives; learning & growth, business process, customer and financial.  Of most interest to aCE talentNET and our talent network of clients & consultants alike, is perhaps the learning & growth perspective.  This includes employee training and corporate cultural attitudes related to both individual and corporate self-improvement. In a knowledge-worker organization, people -- the only repository of knowledge -- are the main resource. In the current climate of rapid technological change, it is becoming necessary for knowledge workers to be in a continuous learning mode.  Organisations often find themselves unable to hire new technical workers, and at the same time there is a decline in training of existing employees. This is a leading indicator of 'brain drain' that must be reversed. Metrics can be put into place to guide managers in focusing training funds where they can help the most. In any case, learning and growth constitute the essential foundation for success of any knowledge-worker organization.  Kaplan and Norton emphasize that 'learning' is more than 'training'; it also includes things like mentors and tutors within the organization, as well as that ease of communication among workers that allows them to readily get help on a problem when it is needed.(Paul Averson, 1998).

aCE talentNET has enjoyed working with its many clients over the past year to reverse the 'brain drain' and ensure the ongoing development of their people.  Pleasingly, we continue to see our clients invest heavily in the ongoing development of staff, managers and leaders and look forward to being part of that investment for many years to come.  We wish all our clients well in surviving the financial year end onslaught and remind you your efforts in contributing to your organisations result are not measured solely by financial indicators alone!

aCE talentNET Team Movements:
We farewell Sandy Ferris-McDonald who has moved on to a more challenging role, and welcome our new Financial Controller, Karen Bell .  Welcome aboard Karen!!!

Hope you have a great month ahead. 

Happy Consulting.

Deirdre

opportunitiesedge

Consultants - to be eligible for up-coming opportunities, please use this time to complete your online Consultant profile on the website. 

• We are delighted to welcome a number of new Consultants to aCE talentNET.
  
• If you do wish to see what your details are on file, now would be a great time to visit and update as required. However, don't despair if you have lost your password, simply request a new one be sent to you!  We look forward to seeing many of you update your details soon!!!
  
• And don't forget to add your CV directly into the database for ease of updating and information data access.