They have clear ideas and smart people, and
Market is ready for you. But why not your business
expect from you? Maybe the problem in your
Execution. What does it mean to really take to start a business
going? You need the right people combined with realistic
Strategies to create effective operating procedures. Let
Larry Bossidy and Ram Charan tell you how.
most important work is to run an entrepreneur
Plans, detailed work “to” ensure that employees
Results. This is the kind of responsibility
can not be delegated. It is to see the first duty of a leader
that each team member does his part
to ensure the general plan for the success of the entire society.
There is no excuse for failure: The market will always
be difficult. What spells the difference between success and
Failure is the ability to execute plans.
Too often, too much intellectualizing and philosophy
Planning on the plane. The leaders are busy
Dreams and plans for success, but there is little attention
Implementation, the result is not delivered promised.
The emphasis on performance as part of the
Business Process has not received sufficient attention in terms
accumulated knowledge and literature.
The building of the execution
The head of the seven key behaviors
1st Know your customers and your business.
2nd Insist on realism.
3rd Set goals and clear priorities.
4th Monitoring.
5th Reward the perpetrators.
6th People develop skills through coaching.
7th Know yourself.
Establishing a framework for cultural change
You can not make changes in the interest of shaking
Things to your business. Your changes should be addressed
to achieve results. Be specific: what kind of
Behavior is acceptable in your company? What is acceptable? The change must start at the highest level to set an example for the line. Do not expect to be. initiate Reward successful implementation of your plans for a change.
The job no leader should delegate – the right people in right jobs
Recruiting the right people is as important as planning ahead, you need people to grow not only able but also plenty of growth potential of your business. Make time for your staff to concentrate, because the reality of your business is in their hands. Take some time to develop leadership skills to your employees so they can deliver results, your plans and visions. Assess individual capabilities and determine whether you can improve your employees through training, coaching
and exposure, or whether it is better elsewhere. If you can you develop your people well, you should fill in a position to top administrative posts from within. Hire a talented person and a talented person will be hired.
The design process
A. People Link to Strategy and Operations
Break your strategy down into manageable short, medium and long term. Determine what types of skills you need for the future goals and start with the basics first. Then develop an action plan for each phase of your grand plan.
B. The development of leadership pipeline through continuous improvement, the depth of the falls and reduce the risk retention
to achieve your goals depends on the quality of people you have. Assess today those leaders may be in the future through the following: A comprehensive assessment of the leadership, continuous improvement of the synthesis, inheritance depth, and reducing retention risk analysis.
C. Treatment of non-performers
Non-performers are people who do not meet their goals. This does not mean they are unqualified or incompetent. It just means they are not required on the stage to the level of success of your company. Sometimes you just need to coach a person with a job to become familiar. Sometimes they just need to be transferred to another division or responsibility that is best suited to their abilities. Other times, there is no other choice than to let go. However, in a way that the person allowed to retain his dignity did.
D. Link HR to business results
The role of the HR department in a company’s different now. The HR function should be to promote jobs and will be important to complete projects and plans for progress in the coming months – even years later. Use the Human Resources Department, people at the top of your company length of the entire organization to see who can be cured, or even been promoted to key positions. HR should not only be able to judge a person in their current jobs, but also the people under them – if a person is promoted, someone should be adequately qualified to fill the void ahead.
Examine all your strategies and determine what kinds of skills you need for these plans. If you do not develop, the right people at the right time, whether you need to adjust from the outside. Identify jobs that are critical and those from the essential to the line. If it is covered with good people? Monitor also the top positions in society and explain the criteria for compliance. If there is a sudden emptiness, there is someone you have not considered, which could be more qualified? If you know your employees and their ability to fill the vacancy
should be a small problem, especially when you have done your
Jobs in their development to leadership.
The Importance of Hows
Even brilliant strategies are bound to fail if they are not rooted in reality – in terms of competition, have the ability to offer the people, society, market, product. When creation strategies, consider not only the present realities of all relevant factors, but also unexpected – so little – turn of events. It must always be backup plans, or at least people who can think fast alternative plans for the best of the be
botched situation. Adaptation to change must always be a consideration: constantly check your plan to see whether it is done correctly, that current and future actions are still possible, and if those responsible still getting results.
Building the Business Plan
1st Set Your Goals: Keep your goals realistic. Base on the history and stories.
2nd Develop measures and contingency plans: Study of possible results that could leave the company vulnerable and most at the bottom of your emergency plan on the subject. In other words, the plan for the worst.
3rd Reach agreement and to deliver the closing of all participants: Communicate agreed targets for the persons concerned after the meeting to reiterate your expectations and what they have promised.
Results of the process
Think about what your company wants to achieve? Think of this vis-à-vis what your company is likely to achieve. Watch as your business, including the need to reallocate resources. Conduct quarterly reviews to see if you still on the right track, you maintain, and if you
It should also be in the first place.
