April 1, 2020
“Culture will eat strategy for breakfast every day” stated by Peter Drucker. You can have the best strategy, yet if the people don’t want to do it, they won’t! Execution, execution, execution – how do we make that happen? All the companies I am working with are showing dramatic growth! Which leads to weak employees standing out like a sore thumb! Growth will cause you to continuously evaluate the capabilities of your people. See previous blog on “Which Comes First…Strategy or Structure”.
Successful habits as indicated in Rockefeller Habits, by Verne Harnish indicates Priorities: doing the right things, Data Driven: S.M.A.R.T numbers and critical numbers to measure effectiveness. Meeting Rhythm (standard feedback and communication session) will provide for sustainable growth. Meeting rhythm is Daily huddle, Monthly task meetings, and Quarterly strategy meetings. There is a specific agenda for each of these meetings to follow in order for them to be effective meetings.
An additional element to successful business habits is having the right people in the right seats. As companies grow and develop through their lifecycles employees have to grow and develop at the same rate. The company will only grow as fast as the executive team grows. An employee may have been in the right seat when you first hired them, however, over time the company has grown, changed and evolved. The needs of the company have changed. The employee also has to grow and change, if not, the employee is no longer in the right seat based on the new skills, capabilities, and maturity level required for the growth of the company.
If we are not including strategic development of our people at the same time and same pace as our corporate strategy – the execution of that strategy will be challenged, profitability will struggle. Hence, your strategic plan can only be as effective as the people within your organization.
The executive teams job is no longer ‘doing the work’ it is about developing the people to keep pace with the growth opportunities driven by your strategic plan!
We have found the core elements needed to attract, focus, and keep the most talented employees, at all levels, are:
- Do I know what is expected of me at work?
- Do I have the materials and equipment I need to do my work right?
- At work, do I have the opportunity to do what I do best every day?
- In the last seven days, have I received recognition or praise for doing good work?
- Does any supervisor, or someone at work, seem to care about me as a person?
- Is there someone at work who encourages my development?
- At work, do my opinions seem to count?
- Does the mission/purpose of my company make me feel my job is important?
- Are my co-workers committed to doing quality work?
- Do I have a best friend at work?
- In the last six months, has someone at work talked to me about my progress?
- This last year, have I had opportunities at work to learn and grow?
Posted by Donna Hover-Ojeda at 4:39 pm | Comments | Permalink | Growth, Management
February 20, 2019
Strategic planning is the ‘what’ people do together to create a future. Culture is ‘why’ people want to associate with you to create that future together. We can have a strategic plan that may be the best and greatest direction but if the people don’t want to help you it won’t happen. The other way […]
Posted by Donna Hover-Ojeda at 8:45 pm | Comments | Permalink | Growth, Organizational Modeling
January 28, 2019
In visiting with some of the world’s top sales and marketing thought leaders, as well as CEOs whose firms are seeing dramatic increases in revenue during this downturn, several actionable ideas have emerged which you can act on immediately. 1. Dramatically Reduce Sales Cycle Time, nothing improves cash flow and revenue more than reducing your […]
Posted by Donna Hover-Ojeda at 1:23 pm | Comments | Permalink | Growth
November 22, 2018
If I had a dollar for every time someone asked me “how did you get the opportunity to really do what you wanted to do?” I would have millions! So many people go to the college their parents went to, they get the first job their ‘suppose to get’ and they think they are on […]
Posted by Donna Hover-Ojeda at 9:34 am | Comments | Permalink | Growth, Leadership
July 12, 2018
Strategy is about hitting the target in the center every time! Recently, I was asked to review a couple of strategic plans because they weren’t getting the results they had hoped for. Some might say it is all in the execution. Some would say the strategy isn’t right. Some would say we have the wrong […]
Posted by Donna Hover-Ojeda at 10:48 pm | Comments | Permalink | Growth, Management
March 22, 2018
PART II: The One-to-One: How to Coach Your Direct Reports This is the second in a three-part series on how CEO’s can become more focused, efficient and effective in their role as CEO. Part one is The Six Essential Roles of the CEO. In today’s business environment, one of the most important roles CEOs can […]
Posted by Donna Hover-Ojeda at 10:42 am | Comments | Permalink | Leadership, Management, Organizational Modeling
May 18, 2020
There are 450 strategic platforms. Which one do I pick for my company? Which one works with my business model? Which one works with the skill level of my employees? Which one will get me where I want to go? All are questions I should never stop asking, yet I can’t investigate every strategic model, […]
Posted by Donna Hover-Ojeda at 12:31 pm | Comments | Permalink | Growth, Organizational Modeling
April 29, 2020
You have completed your strategic plan for 2020-2022, you have created the best BHAG (Big Hairy Audacious Goal), you know your Hedgehog (Passion, best at, Economic Engine) and you’re target market is clearly segmented – now what? Execute, Execute, Execute…Execute what? You have clearly identified your 0ne year and 90 Rocks (boulders only the executive […]
Posted by Donna Hover-Ojeda at 11:03 am | Comments | Permalink | Leadership, Management