In the last lecture "Scientific and Perfect Strategy, Why the Final Results Are Miserable?", we talked about the fundamental reasons why a good strategy cannot be implemented, so what are the eight key elements of the implementation of a specific strategy? Let's take a look at it together!
01
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Determine the execution goals
The basic premise of the strategy implementation system
An important basis for the efficient promotion of strategic implementation is to have ambitious plans for long-term goals in the next 3-5 years or even beyond, so that the offensive and effective are much higher.
Many excellent companies have some routines, and when they make annual plans, they must ask to look at three years first, and then come back to this year, I am ready to do something.
Long-term planning requires leaders to have a keen grasp of the changes in the external situation of the industry and a very good imagination. It is necessary to have both macro strategic thinking and micro executive thinking, and scientific objectives should at least do the following:
1. The growth level of the market
The growth space of an enterprise should be considered from the industry capacity and industry growth rate, in order to lead itself to achieve a relatively leading position in the long-term market competition, and determine its reasonable market positioning; if you simply compare yourself with yourself, you will not see the market, and gradually lose your competitive advantage in your own "self-consistent" logic.
2. Give meaning to the goal
When setting an annual goal, first think carefully about the value of the goal, only by giving the goal a certain meaning, can people have faith, and the source of many people's success is because of "faith".
3. Formulate the core of the goal
When we set goals, we must identify the core goals. For example, your personal annual goal is 10 million performance, my core goal is how many old customers have completed the performance, and how many new customers have completed the performance; secondly, among the old customers, which customer groups are easy to grow, and those characteristics of the people are easy to become our new customers.
When I found my core goal, I found that the annual goal was instantly clear, it was like a tree, and when the trunk grows, the branches and leaves of the whole tree are more luxuriant.
Through the implementation of goals, managers and employees at all levels can clearly understand the company's vision, clarify the direction of employees' work efforts, allocate limited corporate resources according to the implementation goals, and determine the priority of the company's affairs.
At the same time, the use of clear implementation goals can make employees have direct work enthusiasm, stimulate their inherent potential, and finally clarify the implementation goals, which can effectively measure the results of management work and evaluate their respective values.
02
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Goal effective decomposition
The key architecture of the strategy execution system
1. How to dismantle the goal after it has been set?
- Break down to people (Sales Director - Sales Manager - Sales Supervisor - Sales Team Leader - Salesperson)
- Broken down into tiers and departments
- Break it down to each of the existing customers, potential customers and target new customer groups
- Broken down into product lines, main product categories
- Break it down into weekly, monthly, quarterly, semi-annual and annual breakdowns, and need to be reviewed from time to time
2. Set multi-level goals
We should not set only one goal, but at least set three levels of goals, namely, basic goals, effort goals, and challenge goals
Guarantee goal: that is, the goal that must be achieved, and the target value is low
Basic Goals: Basically achievable goals through team (or individual) efforts
Sprint Goal: A goal that is difficult to achieve, but can be achieved if you give it your all
At the same time, the goal is broken down according to the responsibilities of the department
Of course, in this process, the priority is to think:
- The external environment of the company
- Competition in the industry
- Market demand
- Policy and legal environment
- Technology application environment
- Other environments
Then break it down to
- Information provided by the company's objectives
- Overall Goal Requirements:
- Goal focus
- Analysis of environmental factors
- Basic Requirements:
- Information provided by other departments or managers
- Other departments are initially formulated
- Major planned measures
- What they expect from the department
- And then there were
- Distinguish the work responsibilities and objectives of the department
- Decide on key target areas for the department
- Analysis of the department's capabilities
- The primary objectives of the department
- Goal coordination and communication
- And then it was
- Set the end goal of the department
- Write goals
- Preparation of objectives and implementation plans
- Allocate the resources you need
- Collaborate with other managers
- Eventually, break down into group goals and individual goals.
03
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Preparation of an implementation plan
The core hub of the strategy execution system
1. According to the time or time limit, it can be divided into:
Long-term plan: the development direction, scale, goals and strategic measures in 5-10 years
Medium-term plan: Generally 3-5 years strategic implementation plan
Short-term plans: annual/quarterly/monthly plans and phased business activity plans
Daily plan: weekly/daily plan
2. According to the scope and degree of influence of the plan on the operation of the enterprise, it can be divided into:
Strategic plan: The plan of the overall goals and strategic direction of the enterprise
Tactical plan: A plan for how an organization's activities will work
3. According to the spatial division, it can be divided into:
Comprehensive plan: A comprehensive plan and arrangement of all aspects of the business process
Thematic plan: A plan for the functional work of a certain area, usually the decomposition and implementation of a certain aspect of the comprehensive plan
4. According to the degree of detail of the content, it can be divided into:
Directional plan: Guiding plan, generally refers to the provision of some guiding objectives, directions, guidelines and policies
Specific plan: clear objectives and measures, strong operability, generally determined by the grassroots, applicable to the professional plan or specific project plan under the master plan.
04
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Build an assessment system
The operational pulse of the strategy execution system
There are seven principles
1. Simple and clear: The performance goal should be set in easy-to-understand language, concisely and accurately describing the results to be achieved
2. Limited quantity: In order to concentrate the implementation of the executor, according to the principle of concentration of objectives, the performance objectives should be controlled within a certain number, the more refined the better, and it is difficult to balance and take into account the more goals (8-12 departmental performance goals, 3-5 personal goals)
3. Rich in challenges: good performance goals mean significant results, and there is obvious progress on the basis of past performance, so there will be certain difficulties in implementation
4. Realistic possibility: good goals are difficult to achieve, and they must be determined and paid to achieve them, but they still have to fully consider the possibility of their realization
5. Coherent and orderly: The performance goal should have a target completion date, and the annual/quarterly goal should maintain a certain continuity, and cannot jump around, otherwise the performance management will lose a stable foundation
6. Be flexible: Performance is equivalent to a performance completion of the tractor, which cannot be changed at will, but in order to adapt to business development and environmental changes
7. Measurable: If it cannot be measured, it cannot be assessed, and it can be measured and confirmed according to the standards of quantity and quality
05
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Pull through strategically
The power pipeline of the strategy execution system
If employees at all levels do not understand the company's strategy, it will be difficult to accurately execute the best strategy.
All employees have a clear understanding of vision, consensus communication, strategic goals and implementation paths, systematic training and counseling, implementation process communication, and strengthening the propaganda organization, so as to effectively penetrate the hearts of the people and comprehensively shape and cultivate the execution of the organization.
There are six major steps to the strategic pull-through:
1. Strategic mobilization and mobilization
2. Vision consensus communication
3. Shape the program standards
4. Systematic training and counseling
5. Communicate in the execution process
6. Strengthen the propaganda organization
Pull-through consists of three levels of pull-through
1. High-level pull-through - the boss and senior managers are the evangelists of corporate strategy, the "leader" of system construction, and the role models of employees who lead by example, focusing on communication at the strategic level, standing at the demand level of the entire organization, recognizing their role and specific requirements in the implementation of the strategy, clarifying the future goals of the organization, and the path and method of achieving the goals, including the rational allocation of resources and the optimal design of the organizational structure.
Improve their own execution, promote the construction of the enterprise execution system, help the organization to decompose the significance of strategic objectives, formulate specific timetables and action plans, and effectively implement the strategy at the top level, and lead by example has an irreplaceable role model.
2. Middle-level pull-through - for the middle level, the explanation of the company's strategic stage, as well as the organizational choice and individual choice in the realization of the strategy, which bears the heavy responsibility of "connecting the upper and lower levels" in the organization, and does a good job as the microphone of the organizational strategy
Continuity: Correctly understand the company's strategy
Enlightenment: Scientifically formulate an action plan
3. Grassroots pull through - for grassroots employees to conduct in-depth analysis in simple terms, individual selection for macro guidance to accurately implement the organizational strategy, including the accurate implementation of the target plan and strict compliance with the system at each point in time and each task, reduce the cost of supervision, so as to spontaneously improve personal behavior.
Then, in the details of the implementation of the work, when there is no system or there is no precedent to learn from, the spontaneous improvement of individual employees will help the implementation of the strategy, from passive implementation to active self-discipline behavior.
06
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Improve process supervision
A strong guarantee for the strategy implementation system
Among them are three points
1. Mechanism: supervision system and process design
1. Ensure the achievement of goals: find errors that deviate from the plan in the implementation process and correct the deviations
2. Control key points: grasp the key points in the implementation process, rather than monitoring everything in detail, which is easy to cause low morale and lack of creativity in the team
3. Combination of principles and exceptions: maintain the stability of the principle of supervision, take the key points as the criterion, and ensure that the goals are achieved
4. Propose improvement measures: supervision not only supervises, but also guides, not to find faults, but to promote the optimization and orderliness of the work of the supervised
5. Real-time monitoring to ensure that the process is controlled
2. Behavior: Clarify the supervisory role of the supervising organization and manager
Strengthen the responsibility system for implementation supervision
1. Clarify the executor and its responsibilities, and implement the self-supervision of the executor: establish a responsibility system corresponding to the job position and solve the problem of the implementation of the executive responsibility
2. Clarify the supervisors and their responsibilities, and build a supervisor responsibility system: The work of the high-level supervision strategy implementation department needs to formulate a supervision plan and incorporate it into the supervisor's responsibility system, so as to form an organizational atmosphere of negligence and responsibility.
3. Means: key tracking and review steps
Remediation of objectives and in-depth procedures
1. Target tracking: find target deviations, maintain target flexibility, and strengthen communication between superiors and subordinates
2. Timely feedback: the supervisor keeps in touch with the subordinates who implement the goal at any time, and presents the progress status and description of the goal step by step
3. Timely counseling: Analyze the reasons for poor implementation of goals and provide counseling for them
07
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Implement performance appraisals
These include three principles
1. The performance appraisal cycle should be scientific
Too long, contrary to the principle of statute of limitations
If it is too short, it is easy to get caught up in complicated assessment practices
Suggestions on the assessment cycle of small and medium-sized enterprises
Management for a quarter
Execution layer for one month
2. The rules and processes of performance statistics are clear
These include:
Performance data collection
Statistical scoring of performance data
Performance results review and evaluation
Reconciliation of performance results
Performance appraisal results
3. Performance interviews should be pragmatic
Explain the purpose, steps, and timing of the discussion
Report the results of the assessment of each work objective
Analyze the reasons for success and failure
Report on employee behavior performance results
Discuss the next step of development
Determine a follow-up meeting
Sign to confirm the results of the interview
08
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Strategy Implementation Assessment
The course of the strategy implementation system is maintained
There are four major points
1. Have the strategic goals been achieved?
Whether the stage performance results have been completed
Whether it supports the realization of the overall strategy
2. Do organizational processes support strategy?
Strategic Process - Ensuring that the organization is doing the right thing
Personnel Process - Ensure that the organization is on the ground and that the people are accountable
Operational processes – making sure how things are done right
3. Does the organizational structure support the strategy?
Macro: the establishment of departments and the determination of functions
Micro: design of the position and confirmation of responsibilities
4. Is organization activation supported?
include
Organizational culture
Core Values
Organizational mindset
the quality and ability of the members of the organization, etc
Final summary
Only by thoroughly understanding the eight key elements of strategy implementation can we better lead the team to get the results into reality after the scientific strategy is formulated!