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London Business School - senior executive programme

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London Business School - Strategy Execution module for Senior Executive Programme - my slide set

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London Business School - senior executive programme

  1. 1. Your next competitive advantage? Senior Executive Programme Jeroen De Flander London, 28 June 2011
  2. 2. What are the key points about Strategy Execution that have been made in this executive programme? “However beautiful the strategy, you should occasionally look at the results” - Sir Winston Churchill
  3. 3. 1. Strategy: who, what, how + CHOICES2. Strategy implementation: create an organisational environment that FITS with the strategy and drives individual behaviour – Structure & Processes – Culture & values – People – Measurements & incentives3. Sell your strategy: knowledge is not enough
  4. 4. What are the Strategy Executionchallenges that you were faced with in the past? “However beautiful the strategy, you should occasionally look at the results” - Sir Winston Churchill
  5. 5. Skilled ManagersEngaged People &Performance-Driven CultureStrategy FocusIndividual Objective SettingSupport for ManagersPerformance-Related PayStrategy CommunicationInitiative ManagementExtract from the Strategy Execution Barometer
  6. 6. Back-up slides “Don’t measure performance by what you have accomplished, but by what you should have accomplished within your capabilities.”
  7. 7. What are the capabilities you need to excel at strategy execution? “Don’t measure performance by what you have accomplished, but by what you should have accomplished within your capabilities.”
  8. 8. Don’t limit discussion to CHOICE, focus the energy of thedebate on the underlying hypothesis Hypothesis CHOICEHOW?
  9. 9. “A strategy Execution frameworkshould be simple, easy-to-communicateand visually strong”
  10. 10. 1 hour every quarter in a company with 1000 employees = 2.6 full time equivalents ! “Any intelligent fool can make things bigger and more complex. It takes a touch of genius – and a lot of courage – to move in the opposite direction” - Albert Einstein
  11. 11. 1 Define what you need and how you are going to get it 3 Design world-class learning interventions 5 Set development objectives 1 2 3 4 5 6 6 Measure success 4 Execute flawlessly 2 Manage your development portfolio 13
  12. 12. How to increase the sell-ability of your strategy? “Don’t measure performance by what you have accomplished, but by what you should have accomplished within your capabilities.”
  13. 13. The senderThe messageThe receiver “When you are tired of the strategy story, you have probably reached 3% of the target population”
  14. 14. Your strategy .. you told someone .. who told someone .. who told someone
  15. 15. _ Who needs to know what?_ How are we going to make the knowledge available?_ The platform_ What are the best learning methods?_ How can we motivate people to learn?_ Connectivity, Awareness & Responsibility_ Manage the time lag between learning and doing
  16. 16. ... a visual… a compelling business case that creates enthusiasm and inspires people… a simple storyline so it’s easy for employees to pick it up and repeat the story vividly at the kitchen table… consistency. Stick to the message and make sure others do too… to be easy to relate to. People need to see how they fit in… great communication skills to get the strategy into the heads, hands and harts of the employees… a heavy investment in awareness creation… role models
  17. 17. AWARENESS +RESPONSIBILITY“Coaching is unlocking a person’s potential to maximise their own performance. It’s helping them to learn rather than teaching them. - Tim Gallwey
  18. 18. When your employee says ‘yes’ to the strategy.... ....what does (s)he really say? I will make the strategy happen, no matter what or I will work hard (effort ) to implement the strategy or I see the benefits of the strategy and will contribute to the implementation or I don’t see the benefits but don’t want to loose my job orI’m against the strategy, don’t want to implement but I don’t tell it in your face
  19. 19. Individual objective setting is not about the SMART technique, it’s about creating emotional commitment to the strategy and answering the “What’s in it for me” question?
  20. 20. Coaching - the 7 maturity stages Coaching is ‘how we do business’ with all our stakeholders 7Coaching is the predominant style of managing throughout the organisation 6 Coaching is embedded in the HR and performance management processes 5 Coaching is a norm for individuals, teams and the whole organisation 4 The organisation actively supports coaching endeavours 3 The organisation develops its own coaching and mentoring capacity 2 The organisation employs coaches for some of its executives 1Adapted from Peter Hawkins and Nick Smith
  21. 21. PowerPoint fanatic From PowerPoint to practiceDo as I say, not as I do Actions speak louder than wordsWe need to start from scratch Let’s see what worksI’m too important to focus on execution Execution is my priority
  22. 22. Your next competitive advantage?

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