- Get agreement that when it comes to management strategy, it's all about being aligned to business goals. So my aim was to provide traceability top-down-up from Company Goals <<<>>> Business Unit Objectives <<<>>> Divisional Objectives <<<>>> Department Objectives <<<>>> Group Objectives <<<>>> Individual Objectives.
- Agree that any activity that does not have a direct link back to a goal, is considered waste and should be canned.
- Seek out senior management's expectations - what were they after really, via simple survey feedback mechanism.
- Get the line managers to start thinking strategically by asking some thought-provoking questions - another survey.
- Meet with each manager one-on-one. Walk through survey results, compare manager's results with senior managers. Talk about alignment issues. Touch on topics for further thinking.
- Teach the concepts around measurement, visualisation, story-telling, envisioning the future, taking ownership, how to deal with bottlenecks, and HR/people challenges.
- For each manager, iterate a few rounds of draft strategies
- Get all managers to review jointly in a room, feedback and alignment from colleagues important.
- Present and walk through strategies with senior management - get approval on priorities and overall acceptance.
- Close the engagement & get feedback
Here's some feedback directly from the manager's I coached:
Muhammad was really helpful and a pleasure to work with. His insight and knowledge was amazing. Also, being on a Programme level gives him visibility from above end to end which mean that he can relate back the experiences and pain points of the different business units etc. What was great, was that he had the ability to ask all the right questions and in a simple form. The way in which he articulates the stuff that we are all thinking about but have no idea how to put together and say it or put it into simple words just leaves me in awe. I looked forward to every one my sessions with him. Without his input and guidance, I now feel, that my department's strategy would have been quite off the mark of where it actually should of and needed to be.
Muhammad's ability to convey his ideas and visualize something that's on his mind always amazes me. The coaching sessions were hugely beneficial and helped me think out the box. He has great insight and I believe a few sessions with him will greatly benefit your career.
I have enjoyed working with Muhammad because he knows how to get the best out of you, he ask questions, he challenges your way of thinking, he makes you believe in yourself, above everything else, he knows what he's doing and he's definitely a complete Coach.
Template for Strategies
- Who are we and what do we stand for? Your one-line mantra.
- What is the goal of [YOUR DEPARTMENT] & hence impact on [YOUR GROUP]'s goals?
- Envisioning the future - i.e. Tell a story of the end-result "Imagine if..."
- Table that shows your Aspirations, Expectations & Reality
- Targets to achieve: Short Term (Dec '15), Medium Term (Mar '16), Long term (Mid-16)
- For each target, top 3 measurements - i.e. How are you going to measure progress?
- Summarise your main obstacles and challenges (where senior management could assist).