We’ll help you master “The 3 Disciplines of Execution”

1. Focused Direction

After completing a strategic planning session with a group of smart, experienced executives, one person commented (with a great deal of energy), “I’m so excited to get started on this work because I know we’re going to reach our goals this year. Last year, I walked out of our session knowing full well we were going nowhere.”

At a different company, an executive told me, “We didn’t reach our goals last year, so this year’s goals are even higher to make up the difference. What a joke.”

Most companies recognize that without a strategic vision and map, everyone will simply head out in a different direction. Exceptional companies recognize that the way in which the map is drawn is the difference between winning and losing.

You’re not growing at a faster rate than the industry norm Define a winning strategy when the marketplace has changed
Your sales reps make promises that can’t be delivered or aren’t profitable Define a brand promise(s) that every person in your organization knows and embraces
Last year’s plan was off track by end of Q1 Break goals into achievable steps even when everyone is already busy
You’re hearing excuses that people were “too busy” to get that project done Set and communicate the short term expectations that lead to long term success
Someone states an assumption as fact, yet nobody questions what it’s based on Uncover dangerous assumptions even when the assumption has been held as the truth for a long time
It feels like every time you turn around you’re heading in a different direction Track progress and stay on course when problems and opportunities divert your attention

2. High Performance Teams

Most entrepreneurial companies don’t survive very long; 90% of U.S. startups fail within 3 years. Even firms that make it onto the Inc. 500 have trouble — only 33% manage to stay on the list the following year. To grow, leaders must learn to manage larger numbers of people and move quickly while still staying aligned.

A mountaineering team that included one member who didn’t support the others, or one member who didn’t follow instructions about how to hold the rope, or one member who didn’t trust the others or one member who didn’t carry the full load … that member wouldn’t be tolerated. The team certainly wouldn’t make it very far when the weather turned bad.

In businesses, leaders tolerate all manner of poor behavior and poor performance simply because they don’t have the proper skills and knowledge to demand the best. Company character, like individual character, takes intention, consistency, values, and process.

Employees resent other departments & frequently don’t understand why they do the things they do Communicate effectively when changes are taking places at light speed
You hear people saying “are we still talking about that?” Make decisions in a timely manner even if you don’t have complete information
Bad behavior is accepted because “that’s just Bob” Effectively use the power of positive reinforcement to actually change behavior
People gather to discuss how they “really feel” after a meeting has broken up Engender trust and support even if your team is new or a team with too much “history”
The team ignores, glosses over or leaves controversial issues unresolved Speak honestly and passionately while still being heard & respected

3. Survival Skills

Leadership’s job is to ensure that the organizations ability to handle growth keeps up with its actual top line growth. Growing a company to scale in unison confronts leadership teams with unforeseen challenges that frequently leads to unsustainable revenue and, ultimately, to a hard fall.

Survival skills provide all levels of leadership and management with the tools and knowledge to deal with the real-world barriers that can keep companies stuck in first gear and cause frustration and discouragement in employees. It’s human nature to want to do an excellent job. People want to contribute, to exercise their capabilities, to learn, and to please customers. A lack of skills, of knowing how to work effectively and together, is the primary culprit of dysfunction. Technical skills are easy to obtain and find; yet effectiveness skills provide the greatest leverage to organizational success.

You spend a great deal of time fighting fires Solve the root of the problem even if the root isn’t obvious
You’re tired of people pointing fingers and making excuses for missed deadlines & deliverables Drive organizational accountability when a lax culture has been allowed to develop
You’ve lost track of the number of projects that either didn’t happen or turned out badly Increase effectiveness in execution
The continuous resistance to change is wearing you down Create a culture focused on results instead of activities
Continuous improvement is not part of every conversation and customer feedback isn’t part of every decision Improve on quality even when your product/service is already good

A Sherpa advisor provides training and support in all three disciplines in the order and detail needed by your organization. Your Sherpa is a team partner who guides, instructs, and walks side by side with you through the process.

  • We don’t just teach problem solving. We solve actual company problems as we teach.
  • We don’t just discuss accountability. We demonstrate accountability as we work.
  • We don’t just provide tools for change management. We help implement actual changes along the way.
  • We don’t just describe high performance teams. We develop your team and track their progress.

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    Sherpa: a wise guide who has been there before; one who leads the way to your goals; a cheerleader along the path and a comforting voice during the storm.
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