We make a difference in what we do!

1  Strategy; your Strategic Plan and its implementation 

When we partner with a client, we first seek to understand their strategic intent.  Do they have a strategic plan?  Have they defined themselves in terms of their current and future markets, their competition, their strengths and weaknesses, their personnel and their structure?

Is their plan in writing and is it known throughout the organization?  If one doesn’t exist we might start by helping to create one because without a focus it’s difficult to create a winning environment.

2  Defining success

After an organization has developed its strategic direction, we examine how they have defined success?  Examples might include, “Loyal Customers,” or increased share of market, or return on equity.  Each organization defines success differently.  In many organizations this critical element is simply and inappropriately defined as plus 10%.  That is if an organization has 10% growth over the previous year they claim success.  Anything less is deemed unsuccessful.  This mindset prevents good companies from becoming great and weak companies from becoming good.

Therefore, we look at their definition of success to see if where they are today is different from where they want to be tomorrow.  If there is a difference, then as an organization they must do something differently.  A definition of organizational insanity is to do the things that you’ve always done, but to expect different outcomes.  We see this when organizations want to increase their share of market, but are unwilling to consider new technology, packaging, distribution, etc.  Instead they beat up the sales organization to get more sales.  The problem is what they’ve been doing isn’t working.  Therefore, they need to try something else.

3  People

One thing the organization may need to do differently is to look at their Leadership Systems, and their People to determine whether or not there is alignment with their strategy. 

For example: Are the ways that managers and supervisors behave, think, communicate, delegate, and reward employees consistent with the organization’s strategy?

We partner with our clients in developing culture and skills for effective leadership resulting in an environment where employees can perform effectively and consistently.

 4  Process

Another area for potential change may be their Operating Systems (processes).  We work with you to determine areas to make your process more efficient.

We look to determine if there is strategic alignment in the way that work flows through the organization, the way the organization is structured, the way employees are recognized, the way things are measured, and the way customer needs are met.

5 Succession Planning

Succession Planning is a key part of your Strategy!  We'll partner with you to develop a succession plan for your business. Have you ever thought about who would take over your business if any one of your key players left your organization, or worse yet, passed away suddenly? These types of issues must be addressed if you want your business to thrive.

Overview

In our experience, the degree to which there is alignment between strategy, people, and process, greatly impacts the likelihood of achieving success.  If there is misalignment, the likelihood of achieving strategic goals is proportionally reduced.