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Leadership Secrets for Execution: People, Strategy, and Operations

Are you working in an organization that values ​​execution from leaders at all levels? Are leaders in your organization slowly focusing on achieving meaningful results?

One of the most powerful questions one can ask in the present moment is Are we honestly exposing the realities of the business? Extraordinary leaders execute and hold people accountable for results.

Are you focused on reality and getting things done? How effective are you at matching your strategy with reality and aligning people with goals? Are you passionate about achieving work goals that emotionally engage your people?

3 main processes:

People, Strategy and Operations

The heart of execution lies in the three core processes: the people process, the strategy process, and the operations process. All companies use these processes in one way or another. The three core processes of people, strategy, and operations are familiar to practitioners of the Balanced Scorecard and Strategy Centered Organization management approaches.

In a study of winning companies spanning more than ten years, Professors William Joyce and Nitin Nohria found that there were four main management practices that directly correlated with superior corporate performance, as measured by total shareholder return. Winning companies achieve excellence in these four core practices: execution, strategy, culture, and structure (What Really Works, 2003).

However, most of the time, these three core processes are differentiated from each other like silos. Typically, the CEO and his senior leadership team allocate less than half a day each year to review plans: people, strategy, and operations. Usually, too, the reviews aren’t particularly interactive. People sit passively and watch PowerPoint presentations.

They don’t debate, and as a result often get little useful results. People leave with no commitment to the action plans they helped create. This is a formula for failure. What is needed is:

o Strong dialogue to bring business realities to the surface.

o Responsibility for the results openly discussed and accepted by those responsible for doing things.

o Rewards for the best

o Follow-up to ensure progress follows plans

Working with an experienced executive coach trained in emotional intelligence and incorporating leadership assessments like the Bar-On EQ-i and CPI 260 can help you become a leader known for relentless execution. He can become a leader who models emotional intelligence and inspires people to happily commit to the company’s strategy and vision.

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