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Why, What and How? Three Critical Questions that Most Businesses Never Fully Answer. Is your business one of them?
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www.peakfocuscoach.comPeak Focus LLC © 2008-2012 • All rights reserved.
Unauthorized duplication in whole or in part without permission is prohibited.
PEOPLE. PERFORMANCE. PROFITABILITY.
Contents
Introduction .. . . . . . . . . . . . . . . . 1
Preparation ... .. .. .. .. .. .. .. .1
Begin.with.the.End.in.Mind.. .. ..2
Current.State.of.Affairs. ... .. .. .2
Facilitation. .. .. .. .. .. .. .. .. ..2
It’s.Not.Just.the.Plan,.It’s.the.Planning. .. .. .. .. .. .. .. .. .. ..2
Learning.Theory. .. .. .. .. .. .. ..4
Maximize.Your.Organizations’.Performance.via.Disciplined.Planning. .. .. .. .. .. .. .. .. .. ..5
Strategic.Planning.Definitions . ..5
Strategic.Planning.Model. .. .. ..7
About.the.Author . .. .. .. .. .. ..8
Page 1
Why?, What? and How?Three Critical Questions that Most Businesses Never Fully Answer. Is your business one of them?By: Jerry Scher, Principal & Paula Collins, Founder
Introduction
Businesses.today.are.confronting.intensifying.competition,.a.shortage.of.well.trained/motivated.employees.and.highly.effective.sales.professionals,.disruptions.to.historical.revenue.streams.and.continuous.challenges.to.their.“business.as.usual”.structures ...Organizations.capable.of.planning.effectively.are.positioned.to.respond.to.this.dynamic.business.environment.as.well.as.leveraging.all.of.their.business’.assets .
Whether.you.are.directing.the.activities.of.an.entire.organization.or.only.one.component.of.the.organizations’.program.of.work,.the.same.framework.applies ...The.capability.of.the.organization.to.optimize.assets.(i e .capital,.human,.market.opportunities).to.achieve.its’.ultimate.vision.and.mission.is.contingent.upon.having.a.clear.road.map.to.success ...This.roadmap.must.answer.the.fundamental.questions.of.Why?, What? and How?.
All.too.often,.employees.respond.to.both.internal.and.external.forces.without.a.clear.view.of.the.organization’s.vision,.mission,.goals.and.objectives ..Without.team.buy-in.and.alignment,.valuable.resources.are.wasted.on.efforts.that.ultimately.fall.short.of.the.desired.results ..They.fail.because.the.team.was.not.focused.on.a.carefully.designed.and.communicated.strategic.game.plan
Stop.and.think.of.a.time.when.your.team.was.disengaged .Perhaps.they.were.playing.the.“blame.game”.while.you.were.asking.yourself.why.they.didn’t.understand.what.was.expected.from.them ..Or,.maybe.they.were.wearing.themselves.out.running.around.fighting.fires . These conditions are more often than not the result of insufficient or ineffective planning.
Preparation
A.successful.planning.process.requires.careful.preparation.and,.instead.of.wasting.time.experimenting,.should.be.conducted.using.a.proven.planning.process ..Based.on.what.you.want.to.accomplish,.you.should.carefully.consider.the.time.that.will.be.allotted.for.the.process ..Determine.where.the.meeting.will.be.conducted.and.select.a.location.that.will.permit.uninterrupted.participation
Depending.upon.the.focus.of.the.planning.session,.pre-meeting.materials.should.be.circulated.in.advance.so.that.each.participant.will.have.the.opportunity.to.study.the.background.information.that.is.available ..
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Unauthorized duplication in whole or in part without permission is prohibited.
PEOPLE. PERFORMANCE. PROFITABILITY.
Page 2
This.will.engage.people.in.the.research.and.discovery.process.that.is.necessary.and.save.a.great.deal.of.precious.time.when.the.meeting.begins ..Surveying.participants.in.advance.about.their.positions.will.not.only.stimulate.their.thinking.about.key.issues.but.will.also.assist.you.in.gaining.insight.into.how.people.are.thinking .You.can.summarize.their.pre-meeting.input.and.have.your.facilitator.share.it.as.a.part.of.an.opening.presentation
Begin With the End In Mind
Would.you.depart.on.a.trip.without.determining.your.final.destination?..Probably.not!..The.planning.process.begins.with.a.basic.question;.if.we.are.highly.successful.by.(set.a.time.frame),.what.will.it.look.and.feel.like?..Completing.this.participatory.exercise.with.your.planning.team.will.provide.clarity,..define.expectations.and.create.a.shared.vision
Current State of Affairs
With.a.clear,.agreed.upon.description.of.your.expectations.for.the.future,.it.is.critical.that.your.team.describe.the.current.state.of.affairs.from.a.wide.range.of.perspectives ..This.process.should.incorporate.a.variety.of.interactive.communication.exercises.to.encourage.open.and.honest.dialogue ..All.team.participants.need.a.chance.to.be.heard .
During.this.process.you.must.identify.the.organization’s.strengths.and.weaknesses,.and.describe.the.internal.and.external.conditions.that.will.inhibit.and/or.contribute.to.the.organization’s.success .Prepare.yourself.for.a.diverse.view.of.the.status.quo;.participants.should.describe.what.their.reality.is.based.on.their.personal.perspective ..This.process.is.necessary.in.order.to.gain.organizational.clarity,.and.is.best.accomplished.with.an.impartial.facilitator
Facilitation
Your.facilitator.can.make.all.the.difference.to.achieve.an.effective.planning.session .This.person.needs.to.have.very.effective.communications.skills,.including.the.ability.to.ask.good.questions,.listen.actively.and.engage.everyone.in.dialogue .The.ability.to.design.and.redesign.group.processes.during.the.meeting,.striking.a.balance.between.adhering.to.the.preplanned.process.and.getting.the.necessary.results,.is.vital .
Time.management.and.the.ability.to.keep.the.group.focused.are.also.critical ..Completion.of.the.planning.process.must.be.accomplished.in.the.allotted.time.and.while.the.energy.level.is.high ..Many.times,.individuals.
Consequences of Reactive Management
.▲ Missed.opportunities
.▲ Wasted.resources
.▲ Internal.conflicts.and.the.blaming.syndrome
.▲ Inability.to.recruit.and.hire.talented.employees
.▲ Excessive.turnover
.▲ Lackluster.profits
.▲ Dissatisfied.stakeholders
.Most.organizations.are.more.accomplished.at.reactive.management.than.adhering.to.a.well.developed.Strategic.Plan .If.you.are.experiencing.some.(or.worse,.most).of.these.symptoms,.its.time.you.took.a.hard.look.at.your.planning.process,.and.embrace.an.effec-tive,.proven.approach.to.planning.-.a.model.that.can.be.integrated.into.your.overall.business.approach.and/or.utilized.for.selected.key.projects .Either.way,.an.effective,.proven.planning.process.is.an.essential.business.building.tool.and.you.owe.it.to.your.business.to.have.your.senior.management.team,.at.the.very.least,.learn.this.skill.and.participate.fully.in.this.level.of.planning,.starting.immediately
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PEOPLE. PERFORMANCE. PROFITABILITY.
Page 3
within.the.group.can.be.difficult.to.manage.throughout.the.planning.process ..Hidden.agendas.are.often.in.play.during.the.process ..The.facilitator.must.be.able.identify.those.agendas.and.effectively.deal.with.them ..For.all.these.reasons,.you.should.take.great.care.in.selecting.your.facilitator.to.ensure.a.successful.planning.session
It’s Not Just the Plan, It’s the Planning A.well.executed.Strategic.Planning.process.will.result.in.a.well.defined.plan.as.well.as.a.team.that.has.learned.to.better.work.together ..The.process.of.planning.should.be.a.creative,.participatory.activity.involving.the.clarification.of.a.shared.vision.and.an.understandable.statement.of.the.current.state.of.the.organization .
As.each.stage.of.the.process.is.accomplished,.a.written.plan.will.emerge ..The.following.must.be.answered:
.▲ Why?
.▲ What?
.▲ How?
Participants.focus.on.the..“Why?”..as.they.research.and.examine.the.facts,.internally.and.externally,.and.make.assumptions.about.the.future
As.the..“What?” .is.developed.through.identifying.contributing.and.inhibiting.factors,.and.writing.concise.goals.and.objectives,.you.will.be.creating.the.basic.components.of.an.accountability.program ..Realistic.and.measurable.outcomes.will.be.identified.so.that.team.participants.will.be.clear.about.the.organization’s.expectations .
Finally,.the. “How?” .is.answered.in.the.form.of.actionable,.behavioral.strategies.and.tactics ..The.game.plan.will.be.designed.and.the.appropriate.resources.will.be.allocated .Each.person.involved.must.understand.their.role.in.helping.the.organization.accomplish.the.desired.results,.and.the.ways.progress.will.be.measured.and.recorded
There.is.great.value.in.learning.something.new.that.can.be.applied.daily.in.decision.making.situations,.especially.in.a.rapidly.changing.business.environment.like.we’re.experiencing.today ..Once.this.planning.model.is.embedded.in.your.organization.and.your.team.has.developed.the.appropriate.skill.set,.it.can.easily.be.used.on.an.ongoing.basis.as.new.opportunities.and/or.challenges.occur
There.is.great.value.in.learning.something.new.that.can.be.applied.daily.in.decision.making.situations,..especially.in.a.rapidly.changing.business.environment.like.we’re.experiencing.today ..
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PEOPLE. PERFORMANCE. PROFITABILITY.
Page 4
Learning Theory
As.with.all.new.systems.or.structures.introduced.into.an.organization,.the.effectiveness.of.the.process.will.be.determined.by.the.team’s.clear.understanding.or.knowledge.of.the.principles,.a.positive.mindset.that.is.open.to.new.ideas.and.approaches.and.a.willingness.to.invest.the.time,.energy.and.cooperative.effort.to.change.their.behavior .
Knowledge,.Attitude.and.Behavioral.change.are.essential.components.to.the.success.of.any.new.initiative
Studies.have.demonstrated.that.another.significant.key.to.success.in.embedding.a.Strategic.Planning.model.into.your.organizations’.culture.is.planned.and.spaced.repetition ..All.too.often.people.are.introduced.to.new.information.and.skills.and.without.a.repetitive.process.of.using.the.skills,.they.are.easily.forgotten ..It.has.been.said.that..“Knowledge.is.Power,”..however.more.realistically,..“Applied.Knowledge.is.Power ”...In.addition,.while.it.has.been.said.that..“Practice.Makes.Perfect ”..In.truth.is.should.be..“Perfect.Practice.Makes.Perfect ”
Since.behavioral.change.is.required.for.success,.the.following.three.steps.should.be.integrated.in.teaching.this.new.planning.approach.to.your.organization:.structure, support and accountability. To.begin.with,.you.must.provide.structure...Systems.are.required.to.have.predictable.outcomes ..Provide.an.opportunity.to.not.only.learn.the.process.but.practice.it.within.the.given.parameters.of.the.systems.you.put.in.place .
Next.there.must.be support.provided.as.people.try.these.new.skills ..Observe.their.behavior.and.provide.positive.coaching.as.they.practice .And,.make.sure.they.have.access.to.all.the.tools.they.need.to.accomplish.the.tasks.at.hand .
Finally,.you.must.institute.a.program.of.accountability..To.be.successful,.there.must.be.clarity.at.the.level.of.“what’s.my.role,.and.what.am.I.being.measured.on?”..Clearly.define.expectations.and.communicate.them,.along.with.the.consequences.of.noncompliance .Provide.multiple.opportunities.for.give.and.take.and.make.sure.people.know.if.they.are.or.are.not.satisfying.those.clearly.defined.expectations
You must answer these questions for everyone in
your company:
.▲ What’s.in.it.for.the.company,.and.what’s.in.it.for.me?.
.▲ Why.are.we.changing.now?.How.does.this.relate.to.my.job.specifically?
.▲ What.are.my.priorities?.What.do.you.expect.from.me?
.▲ How.will.things.be.measured?
.▲ What.new.tools.will.I.have.to.get.this.done?
.▲ What.happens.if.I.don’t.get.it.done.–.what.are.the.consequences?
Embedding.a.disciplined.Strategic.Planning.system.in.your.organization.will.require.a.serious.commitment.oneveryone’s.part.but.will.ultimately.prove.to.be.extremely.valuable .Changing.behavior.is.possible.when.a.systematic.approach.of.structure,.support.and.accountability.is.utilized.–.and.virtually.impossible.otherwise
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PEOPLE. PERFORMANCE. PROFITABILITY.
Page 5
Maximize Your Organizations’ Performance via Disciplined Planning
Successful.organizations.have.a.defined.and.shared.vision ..These.organizations.leverage.the.skills.and.competencies.of.their.team.members.and.execute.with.a.high.degree.of.effectiveness ..Their.team.members.are.in.alignment.with.the.organization’s.goals.and.objectives,.and.they.are.exceptionally.focused.on.what.they.want.to.accomplish.through.well.thought.out.business.strategies ..A.team.that.performs.“In.the.Zone”.is.characteristically.well.informed.and.displays.both.an.intellectual.and.emotional..“buy-in”;..their.energy.is.laser.focused.and.they.recognize.the.value.of.the.role.they.play.in.achieving.organizational.and.personal.success .
Now.is.the.time.to.get.started .You.can.lead.your.team.to.the.highest.level.of.success.imaginable.by.developing.and.implementing.a.well.defined.and.fully.documented.Strategic.Plan
Strategic Planning Definitions
Vision.–.Long-term.aspirations,.preferred.future .A.description.of.what.your.organization.looks.like.in.the.years.ahead.if.you.are.successful
Mission.–.A.brief.statement.describing.the.overall.purpose.of.your.organization,.focusing.on.your.clients.and.how.you.serve.them
Discovery Process/Research.–.Process.by.which.you.gather.information.about.all.internal.and.external.forces.that.impact.the.organization,.including.assessment.of.capabilities.and.competencies.of.the.organization,.trends.in.your.industry.and.your.current.and.future.competitors
Assumptive Process.–.Based.on.“what.if”.scenarios,.the.discovery.and.discussion.of.what.you.believe.will.come.to.pass.in.the.future .Explicit.and.implicit.assumptions.can.be.vulnerabilities,.a.presumed.fact,.a.judgment,.or.even.an.event.critical.to.the.overall.success.of.the.organization .Based.on.information.gathered.during.discovery.process.and.assessment.of.your.research,.assumptions.are.recorded.about.future.opportunities.as.well.as.current.and.future.needs.of.the.organization
Main Opportunity.–.The.overarching.“big.idea(s)”.the.organization.wants.to.accomplish.and.about.which.the.plan.is.being.created
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PEOPLE. PERFORMANCE. PROFITABILITY.
Page 6
Significant Factors –.Conditions.that.inhibit.or.contribute.to.the.attainment.of.one.or.more.of.the.organization’s.goals.and.objectives .What.will.work.to.your.benefit,.and.what.will.get.in.the.way.of.progress?.This.list.should.include.internal.and.external.forces.as.well.as.the.organization’s.strengths.and.weaknesses .
Goals.–.Logical.components.for.achieving.the.Main.Opportunity(ies),.expressed.as.general.and.continuing.long-term.aims
Objectives.–.The.specific,.measurable,.achievable.steps.toward.accomplishment.of.a.goal.over.a.specified.period.of.time .
Strategies –.Broad,.general.activities.that.are.implemented.to.enable.the.organization.to.achieve.its.objectives.while.taking.advantage.of.or.overcoming.significant.factors
Iterative Loop..–..Continuous.improvement.process;.steps.necessary.to.execute.strategies,.including:
▲ Assessment -.review.of.the.information.at.hand ▲ Design.-.creation.of.action.plans/tactics,.with.detailed.specific.
activities.that.are.to.be.executed.to.accomplish.or.implement.a.strategy
▲ Execution.-.carrying.out.the.action.plans/tactics.including.budgeting.of.resources,..assigning.and.training.staff,.scheduling.activities.
▲ Adjustment.-.periodic.review.of.progress.to.identify.areas.of.potential.improvement.of.efficiency.and.effectiveness.of.strategies/plans
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PEOPLE. PERFORMANCE. PROFITABILITY.
Page 7
Vision & Mission
Discovery Research
Assumptive Process
Objective
Objective
Objective
Objective
Objective
Objective
Objective
Objective
Objective
Main Opportunity(the Big Idea)
Review of Significant FactorsContributing & Inhibiting - Situational Analysis
Goal Goal Goal
Objective
Objective
Objective
Objective
Objective
Objective
Objective
Objective
Objective
Investigate, determine if the approach is supported by data
Design / redesign based on experience,
data, observations
Assign resources, schedule activities
Assessment: how can we
improve this? Iterative LoopIterative Loop
Adjust
Assess
Design
Execute
StrategyStrategy StrategyStrategy StrategyStrategyStrategyStrategyStrategyStrategy
Strategic Planning Model
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PEOPLE. PERFORMANCE. PROFITABILITY.
Page 8
About the Author
Jerry.Scher.-.Founder.and.Principal.at.Peak.Focus..Jerry.is.well.known.as.a.business.builder,.c-level.executive,.conference.speaker,.trainer,.facilitator,.coach,.entrepreneur,.and.mentor .Regardless.of.the.title,.the.end.result.is.the.same–Jerry.makes.the.people.around.him.significantly.more.successful.through.his.ability.to.simplify.the.complex,.ask.the.right.questions,.and.develop.appropriate.solutions.to.keep.businesses.and.individuals.moving.forward
About Peak Focus
PEOPLE .PERFORMANCE .PROFITABILITY
Peak.Focus.gives.you.the.tools.to.grow,.develop.and.strengthen.your.team .With.a.mix.of.resources.that.we’ve.created.ourselves,.as.well.as.several.powerful.tools.we’ve.carefully.assessed.and.believe.in,.we.combine.our.passion.and.experience.to.guide.companies.and.individuals.toward.optimized.performance .Select.your.team.members.with.confidence,.help.your.key.players.develop.their.soft.skills,.and.learn.how.to.coach.your.entire.team.more.effectively.by.engaging.the.experts.at.Peak.Focus
For.more.information.and.access.to.free.resources,.please.visit.our.website.at.www peakfocuscoach com
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