Want Results? – Get Serious

The problem is obvious. Merely going through the motions of business planning won’t get the desired results, it will get the obvious ones.

Imagine you paid good money to see a professional sporting event and the participants sauntered onto the playing field looking out of shape and under prepared. They go through the motions lacking the significant passion or commitment obviously required and not really caring if they win or lose. Clearly this would not be acceptable.

Similarly, when you take the time and expense to take your “key” staff offsite you should NOT accept such behavior. It’s the leader’s role to inspire and harness the passions of their staff by providing a vision bigger than the individuals and requiring collaboration, innovation and collective purpose. It’s the senior staff’s responsibility to create a culture of accountability and commitment to one another, their employees and the company in pursuit of the desired results.  That’s how teams work and results are achieved.

 

Here are the wrong signs:

  1. You plan the event weeks in advance and people reluctantly show up unprepared.
  2. Presentations requested show up late of the requested deadline and are incomplete.
  3. Participants take every opportunity to get their phone out and keep in touch with the office.
  4. The event is all fluff and form but lacks substance.
  5. No one believes anything of value will result from the exercise. Often based on past experiences.
  6. AND I AM SURE YOU CAN ADD FIVE MORE OF YOU OWN!

 “You get what you accept so expect more and get more”

So how do you solve this –you get serious!

Let’s begin!

  • Define the purpose of the event and what success looks like.

Make it clear that the purpose of the event is to discuss the issues or initiatives required to address the critical needs of the business. Be specific in advance and charge your people to come to the meeting prepared with answer and solutions. Create the expectation that this meeting is of upmost importance and requires participants to bring their “A” game.

  • This is not a 1 -2 day event, it is the launching plan of the key business initiatives the organization will commit to successfully achieving. Defining both the strategy and execution in actionable specific steps is a must. These are not optional nice to haves and failure to achieve then is not an acceptable option, so debates and commitments made are real and achievable.
  • Check your distractions at the door. Ensure the office knows these people are unavailable for the duration of the event. They can check in after the event. If the staff can’t manage without then for the day ask why.
  • Make the event real. Deal with real issues or real opportunities. I will add several links at the conclusion of this post for those who want clarification. Walking out of that event without full understanding and commitment is not acceptable. Make your Strategy Real.
  • Strategy without execution is of no value. If you have a goal you need a realistic plan to achieving it. Poor execution is almost always the leading cause of failure of strategic plan initiatives. Most goals are achievable given focus, passion, commitment and enduring commitment. The execution plan needs to be a living document that guides and measures your progress throughout the year.
  • If at any time during the meeting inappropriate levels of attention, intensity or lack of effort or commitment / buy in is observed, stop the meeting and address the causes before proceeding. Don’t let the meeting deteriorate.

In summary, the difference in producing and executing a successful Strategic Plan is setting and maintaining the expectation that the organization will commit to, and realize the stated business initiatives by taking the actions to make it real.

Make Your Strategy Real

Look Back to move forward

 

The Business Consultant’s Dilemma – Integrity or Pay Check

There are those consultants with the philosophy that as long as the cheques cashed it’s all good.  Where and how do you draw the line in the sand with clients?

Over the last 10+ years I have provided Business Consulting to over 60 businesses and senior leaders. Prior to this I held senior management positions in Finance, Operations and Marketing throughout North America. So I have been on both sides, as a client and as the one providing the consulting services.

Let’s begin with understanding The Consultant’s Dilemma.

  • As a consultant do you attempt to put things in the best possible light telling the client what they want to hear or do you tell then what they need to hear?
  • As a consultant do you gloss over sensitive business issues to avoid making the customer upset or do you risk being fired because your efforts are viewed as disruptive / uncomfortable to the organization?
  • As a consultant do you go along with a poor / or an incomplete plan because that’s what the client wants despite you knowing you’re facilitating failure, or do you openly challenge the clients assumptions and reasoning?
  • As a consultant do you continue showing up despite knowing that your client is failing or unwilling to take agreed upon actions necessary to achieve the desired outcomes, or do you terminate the assignment and part ways?
  • As a consultant do you perform the responsibilities of others to achieve success or do you identify organization deficiencies for resolution?

These real life situations are not uncommon and represent a significant challenge. The Business Consultants knowing when to invest more time and effort to facilitate a transformation versus knowing when walking away. Its essential consultants accept that change is not made it’s accepted and acted on.

Strategy –Finding Your Place

Without a winning strategy your journey has no destination and success would be an accident –they do happen but are unlikely.

At the foundation of strategy is finding a need for a good or service that is either solving a problem or creating a benefit that customers want and will pay enough for you to allow you to profit.

Understanding a market by the fundaments is an important first step.

There are 4 questions:

  1. What is the Market?
  2. Why does the Market exist?
  3. Who are the Leaders?
  4. How will you carve out you niche?

What is the market answers the question of what is being provided to meet a need of consumers of such value that there is a demand. For instance farmers grow the food that people must have unless they grow it themselves or restaurants are a market that serves prepared food. Both meet a defined need.

Why the Market exists is about understanding why the need exists and how that need is addressed. Farmers are needed because in much of today’s society people don’t grow their own food. Restaurants exist to serve people that can’t or don’t want to buy food and prepare it for a variety of reason.

 

Who are the leaders is about understanding how the market is currently being serviced by the major players of each definitive market segment. This is the understandings who, currently, are the major participants such as Kroger, WalMart or McDonalds. These players are market leaders in their respective category. There is great diversity on market segments, how providers service specific consumer groups, and who owns consumer mindshare within each category.

And finally how will you position your product or service to capture enough business to be successful by defining a unique offering and hopefully defendable position. By understanding the why the market exists the provider can position to meet the needs of specific consumer preferences. You don’t need to be the biggest to own a segment, but, you have to be unique enough to carve out your dominance and meet your segments consumer’s preferences. For instance Trader Joes does not compete with Kroger for selection or price but instead attracts and serves  a specific customer group.

While the questions are simple the answers can be very complex and challenging. Successfully understanding the questions is essential to the crafting of the winning strategy for your organization. Strategy is about making informed choices and commitments that must concisely defined in your organization’s vision before the execution can be undertaken to successful achieve the strategy. Yes there is order in the universe.

Strategic Plan -Implementation Challenges

One of the biggest challenges that organizations face is finding the time to implement the major initiatives that were developed during the planning process. In many cases the amount of time and effort required to put the vision into practice is under estimated and beyond realistic given the demands on already on your key resources. As a result critical business initiatives will go uncompleted and the gain unrealized.

“Almost anything can be accomplish given the time and resources required to implement”

In my experience organizations put 90% of the effort into strategy creation and the remaining 10% into the implementation plan. This kind of “figure it out on the fly” thinking places a huge burden on already busy key resources to find the time after the fact to develop implementation plans. Spending the time on implementation isn’t near as exciting as coming up with ideas but it is every bit as important. In practice the breakdown should be more 50 -50.

Here are some best practices for your consideration:

  1. Spend the appropriate time on developing a realist implementation plan defining the who, what, and when details using SMART objectives format. In reality the plan is a series of projects and should be run like projects.
  2. Priorities and synchronize business initiatives. I recommend using a reverse engineering process to plan out the appropriate order that the initiatives should be addressed. Creating a roadmap and breaking the initiatives into 90 day time buckets will help keep the plan active and on schedule. Formal reviews maintain accountability and plan status. Every organization is different so the speed of change should fit with the circumstances of your business.
  3. Take a hard look at the time and resources required. If you need a skill or technology to accomplish an objective that you either don’t have or is not available plan how this roadblock will be overcome before commiting.
  4. Consider dedicating a resource to managing the overall plan. Having someone with the responsibility to oversee the plan will ensure focus and any issue or obstacles get immediate attention and resolution.
  5. Identify time spent on lesser priority projects than can be reallocated to the more urgent business requirements. Every plan should have a STOP list.
  6. Your plan should have as an objective on improving operational efficiency and error reduction. This is an ongoing initiative that deserves continuous focus.

In the diagram below I have identified the four ways time is spend in organizations.Planning is time spend developing policies and practices. Execution is performing those policies and practices. Fire Fighting is time spend correcting errors that have occurred because policies and practices were either not performed correctly or are not defined. Crisisis time spent by managerial level resources to fix major customer impacting or costly operational errors.

True Leadership Trumps

So true. True leaders find the path forward by inspiring their organizations to take the appropriate actions to push forward. In truth adversity inspires the creativity, innovation and determination that differentiates the winning organizations from those whom live on life support. It begins with having solid strategy https://www.linkedin.com/pulse/what-makes-your-strategy-real-stephen-t-howell/

2018 Strategic Planning

As you prepare for 2018 planning its essential you understand these 3 realities.  1. Time is your most valuable asset. 2. This coming year is not new its a continuation of this year’s efforts 3. Dynamic transformation is possible ( only If you have a real plan).

What Makes Your Strategy Real

Dazed and Confused

It is not uncommon to find employees in a dazed and confused state. My observation is employees are, in some cases, under served by their manager. They lack both the clarity and support to perform their jobs successfully. Shocking is the fact many organizations turn a blind eye to under performing managers and assign blame for failure to the lowest level. So the above slides is my attempt to right the wrong.

Slide one is about awareness of the gap between the expected versus the actual performance to the job description. If we know what is required why would we accept something less? Getting the facts out in the open is the start. Implementing an improvement initiative works best when clear facts are used versus generalizations or opinions.

Slide two is a five point approach to ensuring the employee gets the definition, support, training, timely feedback and their purpose / role in the organization’s success defined.

Slide three is the three questions used to ensure the employee gets clear goals and the outcomes expected. If the employee can answer these questions both they and their manager are aligned. The employee has clarity as does the manager as to the level of understanding and capabilities of their employee. The manager has insight as to where the employee is and can contribute /support the employee’s success. This is a real-time saver with a huge payback. Not only does the initial kickoff have clarity the foundation is laid for ongoing discussions.

Slide four is the measurement model. It’s a sliding scale as to where the employee is in their ability to perform their job as defined in the job description. The theory is for the organization to attain optimal results responsibilities not achieved by the employee must be performed by the manager. Realistically much of the result goes unrealized as the manager can’t completely do the employee’s job, although they try. This tools measures both the employee and the managers ability to performance , as well as, facilitating a reconciliation back to the job definition.

The goal here is to continually grow the employee’s ability and confidence to perform their job or complete the project and provide insight as to the effectiveness / abilities of the manager. When I find a struggling employee I then look at the manager and if they are ineffective then their manager and so on. In short, the buck stops at level where the issue is owned and acted on.

Finally what is the so what why should you care. The benefits list is long and meaningful. Everything from higher employee engagement, lower costs, higher profits, happier customers to reduced turn over and so much more. What we are talking about is high quality bi-directional conversation around how the resources of business work together to achieve the best possible outcome. As Stephen Covey states, “Most people do not listen with the intent to understand; they listen with the intent to reply.” Clearly so much is sacrificed through ineffective communications, We have so much to gain by ensuring clarity and understanding!