MSM Service 1

MSM COMMERCIAL SERVICES

Business Relationship Management Specialists

25 stage approach to developing an effective Corporate Script

1. Confirm the business you are in.

2. Confirm your market place.

3. Reaffirm your mission statement.

4. Map the mission statement in fine detail.

5. Identify and map the critical corporate objectives.

6. Identify and map the critical tasks to support the corporate objectives.

7. Group the tasks into job title roles.

8. Identify measure and map the competencies and performance attributes for each key job role title

9. Group job title roles into team roles.

10.Group team roles into divisional roles.

11.Match the mapped aggregated divisional competencies and performance attributes with the mapped detail of the corporate mission statement.

12.Apply critical gap analysis to identify any areas of incongruity.

13.If you have an acceptable level of congruence with the corporate mission statement you have a corporate script.

14.Now it is time to cast the key job roles.

15.Identify measure and map the competencies and performance attributes of the total workforce.

16.Match the workforce with the job role titles.

17.Reaffirm the appropriateness of the team groupings by matching aggregated team competencies and performance attributes with team objectives. Apply critical gap analysis to identify any areas of incongruity. If there is an acceptable level of congruence with the team objectives the team structures are in trim.

18.Reaffirm the appropriateness of the divisional groupings by matching aggregated divisional competencies and performance attributes with divisional objectives. Apply critical gap analysis to identify any areas of incongruity. If there is an acceptable level of congruence with the divisional objectives the divisional structures are in trim.

19.Reaffirm the appropriateness of the total workforce by matching total aggregated competencies and performance attributes with corporate objectives. Apply critical gap analysis to identify any areas of incongruity. If there is an acceptable level of congruence with the corporate objectives the human element structure is in trim.

20.Monitor the company non-fiscal performance by continuously applying items 21-25.

21.Measure and match corporate objectives with your mission statement.

22.Measure and match divisional objectives with your corporate objectives.

23.Measure and match sub-team objectives with divisional objectives.

24.Measure and match actual aggregated sub-team member competencies and attributes with sub-team task driven competencies and attributes.

25.Measure and match team member competencies and attributes with their respective Job Title required Role Competencies and Attributes.

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