ValuExecBlog

In the pursuit of happiness

I was talking to the CEO of a prospect the other day about strategy and strategy execution and he said something that I thought so simple and yet was so wise. First some background. This gentleman has built his reputation on going into ailing companies and turning them around. He has turned around companies of all sizes and across a number of industries. Not once, he told me, did he ever go into a company and have to retrench people en-masse. Yes, he had got rid of people, but they tended to be incompetent managers/leaders.  

When I asked what his general approach to strategy was he said simply 'the pursuit of happiness'. People/employees want to be happy, he said, and in the main, they want others to be happy so in general they relate to discussions around happiness. If leaders could simply explain what would make them happy in simple terms, them employees would be more engaged. However, leaders tend to get consumed with measures and terminology that the majority of employees don't understand or can't relate to in terms of the overall pursuit of happiness of the organization. 

It is a simple concept for sure, but it is a wise one nevertheless and one that needs more thought. I wonder if when talking to our employees we started with the phrase 'It would make me happy if .......' and then outlined in simple terms what would indeed make you happy. Worth a shot I think.

Yours in execution.

ian

The 'War for Talent' ~ Truth or Fiction

We have heard alot about the 'war for talent' over the last 5 years, and I suspect that we will continue to hear alot about it in the year ahead. But, has there really been a 'war for talent' or has it been nothing more than an opportunity for the major consulting companies to sugar coat what has always been a dilemma facing companies - getting the best person to fill a role. I can only surmise that the reason for the sugar coated pill is so that the so-called top tier consultants can extendtheir usefulness beyond their use-by-date but mainly so that those executives who continue to fall short of targets can still pay themselves exorbitant salaries or bonuses under the guise of they're the best talent around. It wasn't long before we got the spin that financial institutions had to pay the vast pre-GFC bonuses again to those in charge because they were the best and that they couldn't afford to lose them. I mean - who the hell got us in the mess in the first place. But, I digress.

If there is indeed a war for talent, why are companies still falling short of strategic goals? Why are they still falling short of shareholder expectations? 

Let me suggest that there is a 'battle for talent' but the war being waged is not for talent but for employee engagement in the full sense of the word. We have seen 'talent' in roles unable to get results because they just couldn't muster the 'troops'. If employees are not committed, not engaged, disconnected - I don't care how good your talent - the results will not be forthcoming. It worries me how high the number is of people who hate their current job because if they hate their job, how can they be truly engaged.

Companies may well win the 'battle for talent' but still lose the 'war for employee engagement'.

Yours in execution.

ian 

Strategy Execution ~ More critical than ever

As we move into 2012, companies will find that strategy execution will become more critical than ever. The pressures on senior managers to deliver on their promises to their key stakeholders is going to be immense because they are going to find that there is no where to hide. This pressure will flow down through the organization ensuring that everyone will feel it regardless of what level in the organization they are. Those that don't execute well, will be moved to other pastures.

The chaos in world markets throughout 2011 bought senior managers time - time that they will find they don't have going into 2012. This is an exciting time for companies and I sincerely believe that those that execute well will be rewarded and those that don't will spend the next 5 years playing catch up. We will see a new pecking order emerging amongst companies. Companies will shed strategy execution tourists and embrace talent that want to contribute.

Yes, this is an exciting time for us all. Wishing you a wonderful and prosperous 2012.

Yours in execution.

ian