1.1 Critically analyse the strategic direction of the organisation and where they fit it
Unit L/618/5599 Development as a strategic manager This unit aims to support organisational and self-awareness in candidates. It provides a foundation for a self-critical and reflective approach to personal development to support the candidate when operating at a strategic level. Wider context organisational and environmental factors are also considered as contributors to overall strategic success of the individual and the organisation.
1 Be able to identify personal skills to achieve strategic ambitions
1.1 Critically analyse the strategic direction of the organisation and where they fit it
1.2 Critically evaluate the strategic skills required of a leader/manager operating in a complex environment to achieve personal and organisational strategic ambitions
1.3 Assess the relationship between existing and proposed future skills to achieve strategic ambitions
2 Be able to manage personal leadership/management development to support achievement of strategic organisation and personal ambitions
2.1 Critically discuss the opportunities to support their leadership/management development
2.2 Design a personal development plan to direct leadership/management development in a complex environment
2.3 Devise and agree an implementation process to ensure the success of the development plan that can realise substantial changes in their leadership/management style
3 Be able to evaluate the effectiveness of the leadership/management development plan
3.1 Critically evaluate the achievement of outcomes of the plan against the original agreed objectives
3.2 Evaluate the impact of leadership/management style and the achievement of objectives on strategic ambitions in different organisational settings
3.3 Critically review and update the leadership/management development plan
4 Be able to advocate an employee welfare environment that supports organisational values
4.1 Critically evaluate the impact of the corporate commitment to employee welfare on strategic objectives
4.2 Discuss how an employee welfare environment can affect achievement of strategic organisational objectives
4.3 Determine the influence of corporate commitment to employee welfare on the development of organisational values that will realist strategic ambitions
5 Be able to maintain and record their professional development
5.1 Maintain a personal development portfolio which can contribute to professional bodies’ CPD requirements and which incorporates:
An ongoing evaluation of their personal competence
Reflective commentaries on CPD activities
Setting and prioritising realistic goals for professional development
Applying professional ethics in practice
An appreciation of diversity and inclusivity in workplaces
Sharing personal experiences in professional debate and discussion
Assessment
There must be valid, authentic and sufficient for all the assessment criteria. However, one piece of evidence may be used to meet the requirements of more than one learning outcome or assessment criterion.
Sample Answer
1.1 Critically analyse the strategic direction of the organisation and where they fit it
To critically analyse the strategic direction of an organisation, it`s essential to evaluate the company`s goals, objectives, and positioning within its market. The strategic direction refers to the long-term plans that guide the company in achieving competitive advantages, growth, and sustainability. The analysis includes examining the external environment, internal capabilities, market trends, and strategic choices made by the leadership team.
For the purposes of this example, I will select Patagonia as the organisation to analyse.
Strategic Direction of Patagonia
Patagonia’s strategic direction can be described as a strong commitment to environmental sustainability, social responsibility, and ethical business practices. The company positions itself as an industry leader not just in outdoor clothing and gear, but in advocating for corporate social responsibility (CSR) and environmental stewardship.
1. Mission and Vision
Patagonia’s mission statement — “We’re in business to save our home planet” — reflects a clear commitment to environmental sustainability. This mission shapes all aspects of their strategy, from sourcing raw materials to product lifecycle management. Their vision aligns with this mission, focusing on reducing environmental harm, promoting fair labour practices, and encouraging sustainable consumption.
2. Environmental and Social Responsibility
One of the cornerstones of Patagonia’s strategic direction is its focus on environmental protection. The company integrates sustainability into its core operations, including the use of recycled materials, reducing carbon emissions, and advocating for conservation efforts. For example, the company uses 100% recycled polyester in its fleece products and encourages customers to buy less by promoting the repair of old clothing.
Patagonia also invests in social responsibility, ensuring fair wages, and supporting workers` rights through initiatives like the Fair Trade Certified label. This emphasis on sustainability and ethical practices differentiates Patagonia from many of its competitors in the outdoor apparel industry, positioning it as a leader in corporate responsibility.
3. Product Innovation and Diversification
Patagonia’s strategy of product innovation focuses on creating high-quality products with minimal environmental impact. They have pioneered the use of organic cotton and innovative, sustainable fabrics. The company continuously invests in research and development to improve the durability and eco-friendliness of their products.
While Patagonia started as an outdoor clothing company, its strategy has evolved to include product diversification, including the introduction of a repair and reuse programme through its "Worn Wear" initiative. This move not only supports sustainability but also strengthens the brand’s reputation as a leader in circular economy practices.
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