Look around you. Listen to the conversations. Read pretty much any meeting agenda. What will you find? Lots of people discussing, reporting, communicating, and reviewing – activities described by what I call treadmill verbs. Why do I call them that?
For the average person, the act of planning involves creating a list of action items. If you’ve been around the block a few times, you are wise enough to want names and dates connected to each of those action items. With a good solid list in hand, you probably feel ready to plunge ahead. What if I told you that creating that list of action items isn’t the first step of planning, but the third? If you started that way, you skipped two important steps. And what if I told you that plunging ahead once you’ve completed that plan means you’ve skipped the fourth step as well?
It’s tough to grow when you are breathing your own exhaust, getting little useful pushback, and not knowing what you don’t know.
Just because you build it doesn’t mean they will come. You need to give customers clear reasons to part with their money and to do so with you. The clearer you are about what constitutes your competitive advantage, the easier it is to focus your efforts and investments, market your products, and convince your customers. Don’t fall into the trap of believing all anyone cares about is money. Here are 10 perfectly good reasons why your products and services could be chosen over those of other companies.
A good strategic framework provides focus by limiting the number of directions the organization runs. You’d be foolish to try to extend all your products while simultaneously expanding all your markets while also ramping up capacity or shifting your business model to include new types of production, sourcing, sales, delivery, and partnerships. This isn’t just an issue of capacity. It is also an issue of risk, learning, complexity, and credibility.
I have a new addiction. It started in August. It’s called pickleball. Have you heard of it? It’s the fastest growing sport in the country. And for good reason!
The biggest problem with the way organizations think about strategy is they confuse strategy with plans. They aren’t the same thing. Strategic planning is an oxymoron. It is also the reason why strategic planning often misses the mark and why I always work extra closely with prospective clients to clarify expectations before I even agree to work with them. Let’s start with a definition
Are your employees spending the majority of their time re-making decisions, waiting for others, managing email, and sitting in meetings? If you don’t think so, think again. On average, employees spend 34% of their time in meetings. Some spend far more.
I am frequently asked about goal setting and how to know if expectations are reasonable. The norm these days is long To Do lists and insufficient time. Managers push their employees hard, but don’t know what constitutes pushing too hard. Employees are proud and eager to be valuable and appreciated, but they feel stressed, are running full tilt, and often work late and on weekends. So how can anyone know what is realistic? There is only one way to be sure expectations are reasonable and that way usually fails.
Work should be challenging and satisfying. It should fire you up to accomplish as much as you can and give you that great feeling of having made a difference. Unfortunately, those feelings are too rare. Too many people feel overwhelmed and overloaded. They leave work each day feeling they didn’t accomplish enough. They suffer feelings of inadequacy and frustration. They question whether their employers are reasonable and fair. Some slip into victimhood, blame their employers, and abdicate responsibility for their own success and happiness. Persistent feelings of inadequacy and unreasonable pressure are both destructive. They eat away at a person’s confidence and determination. The goal should be to leave work each day feeling good about what you have accomplished and ready to make more progress the next day. There is simply no value in feeling overwhelmed or unhappy with your day at work. One question I hear frequently is, “How do we know what constitutes reasonable goals?”