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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LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

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LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

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VP of Human Resources

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

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In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

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Firmware Engineering Supervisor

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