How to Get Your Team to Fully Commit to the Strategy

Picture of leaders starting at a strategic plan to Team to Fully Commit to the Strategy

Would You Like Your Team to Fully Commit to the Strategy?
Smart leaders know it is imperative to get their team to fully commit to the strategy.  And our organizational alignment research backs them up.  Strategy clarity accounts for 31% of the difference between high and low performing organizations.

Commitment Is Different Than Agreement
Getting your team to fully commit to the strategy is different than having your team generally agree with the strategic direction.  For strategic clarity to occur, you need so much more than your team’s simple “okay.” You need your team to fully commit their hearts and their minds to the strategy by devoting

  • their time
  • their energy
  • their resources

to the hard work ahead.

Five Ways to Measure Strategy Commitment Levels
You need to talk with your team, one-on-one, to make sure that each member:

  1. Clearly understands the strategy
  2. Buys into the rationale for the plan
  3. Believes in the necessity of executing the strategy for the good of the business
  4. Is willing to hold themselves and their teams accountable for implementation
  5. Feels that it is implementable in your unique corporate culture

Do Not Begin Strategy Execution Until You Have Strategic Commitment
If you sense hesitation or disagreement, now is the time to uncover it…before one of your leaders knowingly or unknowingly sabotages the effort. It may just be a matter of giving them time to adjust to the changing situation. Remember, change never comes easily, and you must realistically expect some resistance.

How to Bring Around Strategic Naysayers
If you encounter naysayers, you may need to try to bring them around with more than a persuasive discussion or compelling charts.  Try taking them on a journey of discovery. Let them experience the difference between doing things the old way and what it will feel and look like doing things according to the new strategic plan.

Two Examples

1. If Your Strategy Is Based On Improving Customer Satisfaction,

  • Take your team on a tour of the contact center.
  • Show them the difference between a call where the rep had to pass along a customer from one level to another (insert any phone company here) and where the rep was given authority to simply and quickly solve the customer’s problem (think Zappos).
  • It is easy to see how one interaction ends up with a frustrated customer and the other with a loyal customer.
  • What does that mean for the business?
  • What changes in behavior will result in more satisfying customer interactions?
  • Give your team opportunities to experience, at the customer level, how business results will be improved and discuss what it means for them and their teams.

2. If Your Strategy is Based On Engaging and Retaining Top Talent

  • Let’s say your strategy calls for raising the skill levels of your middle managers to better engage and retain top talent.
  • Identify some real-life management scenarios that show the “before” and the “after.”
  • Let employees experience the frustration of being managed poorly and the greater motivation of an employee who is managed well.

The Bottom Line
To gain the full commitment you need for the success of your strategy, you may need to take your team out of the board room and into the trenches.

To learn more about creating strategic commitment, download 5 Expert-Tips to Better Communicate Your Strategy

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