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Swot Analysis

goes over how to complete a SWOT analysis for your team.

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Swot Analysis

  1. 1. SWOT A Presentation & Analysis by: Danny Campos & Kara Bragg 2008
  2. 2. What Is A SWOT Analysis? A SWOT Analysis is a powerful technique for identifying Strengths and Weaknesses, and for examining the Opportunities and Threats your employees face. Used in a personal context, it helps you assist your employees to develop their careers in a way that takes best advantage of their talents, abilities and opportunities . As managers we can focus and develop their attributes while minimizing their weaknesses and reducing the threats to turnover on our teams
  3. 3. What Is A SWOT Analysis? What makes SWOT particularly powerful is that with a little thought, it can help you uncover opportunities that your employees are able to use to their advantage. By understanding their weaknesses, you can manage and eliminate threats that would otherwise catch them unaware.
  4. 4. What Is A SWOT Analysis? A SWOT analysis provides information that is helpful in matching our resources and capabilities to the competitive environment in which we operate. As such, it is instrumental in strategy formulation and selection of our teams and employees! Do not confuse or use private personal issues in any SWOT analysis - if you cannot ask the question in an interview then you cannot grade that criteria in a SWOT Examples: Has small children, single parent, Rotary Club member
  5. 5. What Does A SWOT Evaluate? Internal & Personal Strengths Weaknesses Opportunities Threats External & Positive External & Negative Internal & External Personal
  6. 6. What are Strengths? <ul><li>Strengths: </li></ul><ul><li>What advantages ( for example, skills, education or personal industry connections ) do they have that others don’t have? </li></ul><ul><li>What do they do better than anyone else? </li></ul><ul><li>What personal resources do they have access to? </li></ul><ul><li>What do other people (and their superiors in particular) see as their strengths? </li></ul>
  7. 7. What are Strengths? <ul><li>Strengths: </li></ul><ul><li>In looking at your employees strengths, think about them in relation to the other employees </li></ul><ul><ul><li>Example: if an RSM is making call attainment and the other employees around them are not , then this is likely to be a strength in their current role. </li></ul></ul>
  8. 8. What are Weaknesses? <ul><ul><ul><ul><ul><li>Weaknesses: </li></ul></ul></ul></ul></ul><ul><li>What should they avoid? </li></ul><ul><li>What could your employees improve? </li></ul><ul><li>What things are the people around them likely to see as weaknesses? (qualities that the employee may be unaware of) </li></ul>
  9. 9. What are Weaknesses? <ul><li>Weaknesses: </li></ul><ul><li>Do co-workers consistently out-perform them in key areas? </li></ul><ul><li>It is best to be realistic now, and help them face any unpleasant truths if possible. </li></ul><ul><li>Examples – unorganized binders, too casual dress, poor rapport, poor time management. </li></ul>
  10. 10. What are Opportunities? <ul><li>Opportunities: </li></ul><ul><li>A useful approach to looking at opportunities is also to look at employees’ strengths and ask yourself whether these open up any opportunities? </li></ul><ul><li>Alternatively, look at their weaknesses and ask whether they could open up opportunities by eliminating them. </li></ul>
  11. 11. What are Opportunities? <ul><li>Opportunities: </li></ul><ul><ul><li>Changes in technology, markets and our company on both a broad and narrow scale </li></ul></ul><ul><ul><li>Changes in the company’s need for future managers – having managerial skills or wanting to improve their management skills (Fast Track Candidate) </li></ul></ul><ul><ul><li>Changes in social patterns, population profiles, lifestyle changes, etc. </li></ul></ul>
  12. 12. What are Threats? <ul><li>Threats: </li></ul><ul><li>What obstacles do they face? </li></ul><ul><li>What are the people around them doing? </li></ul><ul><li>Is their job (or the demand for the things they do) changing? </li></ul><ul><li>Is changing technology threatening their position? </li></ul><ul><li>Could their weaknesses seriously threaten them ? </li></ul>
  13. 13. What are Threats? <ul><li>Threats: </li></ul><ul><li>Today’s standard of technical competence will be tomorrow’s level of incompetence. The technological landscape requires constant upgrading of skills and proficiencies. </li></ul><ul><li>Example: RSM can’t send in success stories by e- mail and is not trying to learn how to improve computer skills </li></ul>Source:
  14. 14. SWOT Analysis Worksheet for an RSM <ul><li>Strengths: </li></ul><ul><li>Has management experience in driving results and promotions </li></ul><ul><li>Very good selling skills & analytical abilities </li></ul><ul><li>College degree & recent new hire </li></ul><ul><li>Speaks two or more languages </li></ul><ul><li>Weaknesses: </li></ul><ul><li>Dresses too casually </li></ul><ul><li>Perceived as Career not important / unmotivated </li></ul><ul><li>Books and Bag not organized </li></ul><ul><li>Lacks professionalism in the business </li></ul><ul><li>Opportunities: </li></ul><ul><li>Possible Fast Track candidate </li></ul><ul><li>Instruct on how to improve communication skills </li></ul><ul><li>ASM career opportunities if skills continue to be tutored </li></ul><ul><li>International management opportunities </li></ul><ul><li>Threats: </li></ul><ul><li>Has no previous outside marketing/sales experience </li></ul><ul><li>Has limited Excel, Word, PowerPoint, or e-mail skills </li></ul><ul><li>Large territory requires overnights and extensive driving </li></ul><ul><li>Competitive job markets – career vs money $ </li></ul><ul><li>Private Personal Issues (not a criteria): </li></ul><ul><li>Retirement Age </li></ul><ul><li>Member of Rotary Club </li></ul><ul><li>Has small children at home </li></ul><ul><li>Prior medical conditions or issues </li></ul>SWOT Analysis   Threats in their Career Field Opportunities in their Career Field E X T E R N A L Their Weaknesses Their Strengths I N T E R N A L
  15. 15. What Does The Conversation Look Like <ul><li>Conversational Piece: </li></ul><ul><li>Remember the employee could have a different opinion about a potential Strength/Weakness/Opportunity/Threat their manager has identified </li></ul><ul><li>Treat the conversation with sensitivity and ask open ended questions to gain a better understanding of what the employee wants out of their career. </li></ul><ul><li>From the following questions you as a manager will be able to asses what areas of the SWOT you can address and how urgent the issues may be. </li></ul>Source:
  16. 16. What Does The Conversation Look Like <ul><li>Ask Them the Questions: </li></ul><ul><li>Where do they see themselves fitting into the “big picture”? </li></ul><ul><li>What are their dreams/aspirations? </li></ul><ul><li>What do they like most/least about their current role? </li></ul><ul><li>Who do they admire in our organization and why? </li></ul><ul><li>What areas about their professional / career life would they like to most change in the future? </li></ul>Source:
  17. 17. SWOT Analysis Worksheet     What trends could harm them? What is the competition doing? What threats expose their weaknesses? What trends could they benefit from? How could they turn a strength into an opportunity? THREATS: OPPORTUNITIES:   What could they improve? Where do they have fewer resources than others? What do they do well? What do others see as their strengths? WEAKNESSES: STRENGTHS: