Change process

Simple principles make a big difference!

Successfully implementing change consists of four basic disciplines.

Building roadmaps to achieve your business-critical goals

Implementing new strategies usually means that employees and managers need to do things in new ways. It is not something that just happens in the middle of an everyday life full of other important tasks. A working and sustainable method is required.

There are four main reasons why strategies fail

  1. Managers and teams don’t know the goal
  2. Managers teams don’t know how to achieve the goal
  3. They don’t keep score
  4. They are not held accountable

Our process The 4 Disciplines of Execution gives leaders, teams and organizations a well-proven method for successfully and effectively implementing change. Over and over again.

Do your leaders know how to create clarity, focus and commitment?

Many leaders do not know for themselves what the most critical goals for the organization are. If they know them, then it is far from certain that they will succeed in creating commitment among their employees to achieve the goals.

Successful implementation of changes and new strategies is not something that just happens – we need to engage people and create new behaviors among employees, often over a long period of time.

Leaders and employees need to know what the most important goals are

In most companies, only a small proportion of employees are aware of their organization’s most business-critical goals. Either there are no clearly formulated goals or there are too many. In both cases, the focus on the business and the ability to implement change deteriorate.

Leaders and employees need to know how to achieve the goals

Our experience is that many teams do not know which KPIs (key performance indicators) or measures of success are available. Or you do not evaluate the specific behaviors that lead to success, you just look at the overall result. As a result, employees do not feel that they are making progress. Commitment is negatively affected.

Leaders and employees need to know how to achieve the goals

Our experience is that many teams do not know which KPIs (key performance indicators) or measures of success are available. Or you do not evaluate the specific behaviors that lead to success, you just look at the overall result. As a result, employees do not feel that they are making progress. Commitment is negatively affected.

Employees need to be given responsibilities

It is very common that meetings between manager and employee that aim to follow up on how the individual performs in relation to the goals occur too rarely. Without continuous feedback and feedback, commitment decreases and implementation deteriorates.

Seventy percent of strategic failures are due to poor execution of leadership. It’s rarely for lack of smarts or vision.

- RAM CHARAN

Do you wish to hear more?

If you are curious about how your organization can achieve new and better results with our services and solutions, you are welcome to contact us.

The solution

Create clarity, focus and commitment.

Our experience shows that successful change work consists of four basic disciplines.

Introducing a new strategy that requires people to do things in a new way requires purposeful work. Our solution, The 4 Disciplines of Execution, gives leaders, teams and organizations a method to make the most important things happen and thus achieve the goals. Over and over again.

The process is based on four disciplines that have emerged from the obstacles that hinder strategy execution.

The 4 disciplines of execution are:

1. Focus on the Wildly Important

Exceptional execution starts with narrowing the focus— clearly identifying what must be done, or nothing else you achieve really matters much.

2. Act on the Lead Measures

Twenty percent of activities produce eighty percent of results. The highest predictors of goal achievement are the 80/20 activities that are identified and codified into individual actions and tracked fanatically.

3. Keep a Compelling Scoreboard

People and teams play differently when they are keeping score, and the right kind of scoreboards motivate the players to win.

4. Create a Cadence of Accountability

Great performers thrive in a culture of accountability that is frequent, positive, and self-directed. Each team engages in a simple weekly process that highlights successes, analyzes failures, and course-corrects as necessary, creating the ultimate performance-management system.

The Result

Discover how simple principles make a big difference!

Create a culture of getting the right things done.

The goal of the process is to give leaders concrete tools that make it easier to help the members of their teams carry out the most important activities that lead to the most important results. Which focuses on the activities that would not otherwise be done, as they require new mindsets and behaviors. And that makes the new things happen.

With The 4 Disciplines of Execution we can promise 3 things:

  • The method can be implemented quickly.
  • It leads to a maximum commitment of leaders and employees with minimal impact on daily operations.
  • It provides business results that last over time.