‘Who says elephants can’t dance?’
As with IBM’s historic turnaround described in Lou Gerstner’s book, any floundering business or organization can find their vision, mission and purpose. I’ve helped several such organizations to take realistic stock of their situation and develop clear, actionable plans that have taken them profitably forward in the direction of the goals.
All great companies, large or small, lay out strategies that are both believable and executable.
This strategic overhaul and re-envisioning can be achieved in a series of workshops with the leadership team usually with ongoing personal coaching with key individuals to sustain the changes.
Vision
Mission
Objectives
Strategy
Tactics
Implementing Strategic Changes
Implementing strategic change is all about inspirational leadership that influences the new direction; empowering every key player to perform at an exceptional level; instilling a new level of team work that creates a critical mass to drive the change forward; it’s about inculcating a positive culture of possibility and imagination. Mostly, its about asking the difficult and uncomfortable questions and being brutally honest in the answering.
My task as facilitator is to draw the strategic vision and plan out of the leadership, based on the assumption that they’re the best people to do so. I’ve worked with civil society organizations, sports clubs, NGO’s, schools. I’ve worked with a wide range of commercial entities, from Engineering companies, waste management companies, to IT companies and real estate agencies.
The real value of strategic planning is more than about articulating a good strategy: it’s about who is involved in drawing up the plan. People will support that which they are included and involved in, while they will tend to reject that from which they were included.
