Building

Operational Effectiveness

Presented by

Sharon McCollick

2

Technical/Process/Tangible Skills

Interpersonal/Soft/Intangible Skills and

Goals

One Year Mission

Set the Path Forward

Action Plan1.2.34....

Analyze, Improve

Take Action

Four fundamental elements are required for organizational growth:

• A mission • A plan of action – Strategic Plan• The skills/competencies to execute the plan(s)• A culture that expects, encourages, and rewards

continuous improvement

The Framework of Operational Effectiveness

Corporate Goals /Plans /Mission

Division or Business Unit Goals

Production MarketingResearch & Development Information TechnologySales OperationsHR, Legal , Finance

Safety Works Across All Disciplines

Phase 1: Build The Operational Frame and Development Model

Goals of Phase 1 are:1) Write the Mission Statement so that it succinctly articulates the one year goals.

2) Write actionable goals and key performance indicators that support the mission

3) Combine corporate goals, Business Unit goals and the mission statement into functional team goals for individual departments within the organization.

4) Redefine team missions, goals, action plans and KPIs that support the overall mission.

The Framework of Operational Effectiveness

Definition of Skills/CompetenciesCore ValuesLeadership

Interpersonal Technical

• PersonalAwareness

• ActiveListening

• Negotiation• Conflict

Resolution• Faciliation

• Pre- ClinicalDevelopment

• Clinical TrialStudy

• Vaccine Development

• DrugManufacturing

• Quality• Integrity• Respect for

People• Leadership• Collaboration• Innovation• Initiative

Production

MarketingResearch & Development Information Technology

Sales

OperationsHR, Legal , Finance

Safety Works Across All Disciplines

Make the Mission Personal and Real for

Everyone

Standardize Job Descriptions across the board

Job Descriptions include consistent missions , goals , KPIs , skills , assessments and measurements

Standard Operating Procedures outline expected performance tasks , centers of excellence and measurable results

Phase 2: Build and Cultivate Operational Effectiveness

Components of Phase 2 are:1) Break down corporate and site goals into actionable slices for every operational and professional role.2) Create or modify, standardize (with common language, formats and expected outcomes) and make public detailed

job descriptions for all operational and professional roles.3) Define a communication program that inherently produces regular meetings, reports, updates for cross-team

sharing and coaching.4) To create process improvement tools and measurement techniques for use in process and organizational

improvement projects.5) To define and develop individual interpersonal and technical skill building programs for all professionals.6) Begin offering and supporting professionals in interpersonal and technical skill development by providing the tools,

the time, and the resources for continuous skill building.

Phase 3: Empower Individuals to Perform

Goals of Phase 3 are:1) Collect / Review Individual Documents: Roles/ Job Descriptions/ Competencies/

Performance Reviews/ Individual Development Plans etc

2) Align Individual Documents with Corporate Mission / Goals

3) Use Common Functional Foundations, Language and Tools Across all Documents

4) Show People how individual performance ties into other roles, organizations and larger goals.

Role Definition

Core Competencies

Performance Review

Job Description

Individual Development Plan

Building Consistency and Flexibility at the Role Level

• Break Roles into Component Skills and Functional Blocks– Technical– Interpersonal– Management– Customer Focused– Project or Project

ManagementWyeth

Core Values

Building Block

Wyeth

Interpersonal Skills

Building Block

Wyeth

Communication Skills

Building Block

Wyeth

Technical Skills1.2.3.

Building Block

Scientist or Engineer

Wyeth

Core Values

Building Block

Wyeth

Interpersonal Skills1.2.3.

Building Block

Wyeth

Communication Skills1.2.3.

Building Block

Wyeth

Technical Skills1.2.3.

Building Block

Wyeth

Program Management

Building Block

Program Manager

Roles Varying Degrees of Skills and Complexity

Sales Manager

Building and Transferring Skills Become Visible and Doable

Wyeth

Core Values

Building Block

Wyeth

Interpersonal Skills1.2.3.

Building Block

Wyeth

Communication Skills1.2.3.

Building Block

Wyeth

Technical Skills1.2.3.

Building Block

Wyeth

Program Management

Building Block

Wyeth

Business Development Skills

1.2.3.

Building BlockWyeth

Business Development

1.2.3.

Building Block

Corporate Goals /Plans /Mission

Division or Business Unit Goals

Production MarketingResearch & Development Information TechnologySales OperationsHR, Legal , Finance

Safety Works Across All Disciplines

Wyeth

Core Values

Building Block

Wyeth

Interpersonal Skills1.2.3.

Building Block

Wyeth

Communication Skills1.2.3.

Building Block

Wyeth

Technical Skills1.2.3.

Building Block

Wyeth

Program Management

Building Block

Wyeth

Business Development Skills

1.2.3.

Building BlockWyeth

Business Development

1.2.3.

Building Block

Wyeth

Core Values

Building Block

Wyeth

Interpersonal Skills

Building Block

Wyeth

Communication Skills

Building Block

Wyeth

Technical Skills1.2.3.

Building Block

Wyeth

Core Values

Building Block

Wyeth

Interpersonal Skills1.2.3.

Building Block

Wyeth

Communication Skills1.2.3.

Building Block

Wyeth

Technical Skills1.2.3.

Building Block

Wyeth

Program Management

Building Block