The good news is that you have a carefully crafted business strategy that has been well communicated and is understood throughout the organization. The bad news is that you have not regularly challenged its implementation across the company. Are you sure that it is working as you and your executive team had hoped? If not, it is time to ask the questions that will test its viability and its effectiveness.
You need to consistently ask:
1. Who is our most important customer?
This question can be answered in a variety of ways. Some companies allocate their resources to satisfy their shareholders first and foremost; others consider their employees or their consumers as their primary customer. There is no “right” answer. Your choice of #1 Customer should be based on what makes the most sense for your business as you consider company core competencies, the goals of the leaders, and where you think you can be most successful. Amazon, for instance, has selected their consumers as their primary customer and focuses all its energies and most of its resources on putting the needs and wants of the consumer first.
2. Are we tracking the right performance data?
There are many different ways to measure performance. Will you know more by measuring more? Well, you might but what would you do with that knowledge? The important factor here is that you focus on the critical few metrics that matter most and that will lead you to effective action. Your performance scorecard should track only the success metrics that let you know whether your strategy is failing or succeeding. Whether it is employee engagement, financial strength, customer satisfaction or product quality, the key measures should be aligned with your vision, mission, values and strategic imperatives. Consider your focus and prioritize your performance tracking so you can respond with real-time decisions and targeted actions.
3. Are you keeping the right amount of performance pressure on?
Presumably, the entire workforce is behind your strategy. You saw how they all bought into the strategic plan at the start. But are they losing sight of the goal? It is up to you to keep the performance pressure on in a way that engages, focuses and inspires your team. Keep measuring strategic progress, ensure the agreed-upon milestones are visible to all, and don’t buffer your employees from the realities of the business. A little creative tension combined with fair and accurate success metrics, a clear and compelling vision and relevant and meaningful goals will spur new effort, commitment and innovation.
4. Are employees working toward strategic goals collaboratively?
High levels of collaboration and employee engagement are strong indicators of an effective business strategy with an aligned organizational culture. When workers have a sense of pride and ownership in the company direction, they buy in to its success. When they feel the entire team is pulling in the same direction, they identify with the organization and are proud of their contribution. When they are treated fairly, they are more apt to help their team mates and go the extra mile. When they trust their leaders and their coworkers to perform at the best of their ability, they have a sense of overarching purpose.
Having put the time and energy into creating a business strategy that makes sense for you and your organization, don’t let it fall short for a lack of testing and questioning its effectiveness all along the way.
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I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.
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Frank J. Kuypers
Business Development Manager
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HR Program Manager
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VP Human Resources
The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.
We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.
Director of Human Resources
Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.
Human Resources Business Partner
I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.
We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.
HR Project Manager - Training & Development, PHR
LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
Vice President, HR and IT
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.
Firmware Engineering Supervisor
For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!
Director, Organizational Excellence & Development
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