Jeff McLanahan, SHRM-CP’s Post

The 4 Disciplines of Execution: Revised and Updated: Achieving Your Wildly Important Goals - Chris McChesney (Author), Sean Covey (Author), Jim Huling (Author), Scott Thele (Author), Beverly Walker (Author) "The 4 Disciplines of Execution" is not just a book; it's a strategic roadmap for achieving wildly important goals. Authored by Chris McChesney, Sean Covey, Jim Huling, Scott Thele, and Beverly Walker, this revised and updated edition is a must-read for anyone serious about turning aspirations into tangible results. At its core, the book introduces four key disciplines that are essential for organizations and individuals to execute their most critical objectives. The first discipline, focusing on the wildly important, emphasizes the necessity of narrowing our focus to a few crucial goals. This concept of focusing on the "vital few" instead of the "trivial many" is foundational to effective execution. The second discipline, acting on lead measures, challenges the conventional wisdom of solely focusing on lagging indicators. Instead, it encourages identifying and acting on the predictive measures that directly influence the achievement of goals. This shift in mindset can lead to significant improvements in productivity and progress. The third discipline, creating a compelling scoreboard, is about making progress visible. The authors stress the importance of creating a visual representation of performance that is easily accessible and understood by everyone involved. Such scoreboards not only motivate but also foster a sense of accountability and teamwork. Lastly, the fourth discipline, establishing a cadence of accountability, ensures that execution remains consistent over time. Regular meetings and progress reviews are not just formalities but essential practices to keep everyone aligned and focused on the agreed-upon goals. What makes this book stand out is its practicality. The authors provide real-world examples and case studies that illustrate how these disciplines have been successfully implemented in various organizations. Whether you're a CEO leading a large corporation or an individual striving for personal growth, the principles laid out in this book are universally applicable. Additionally, the revised and updated edition includes new insights and tools to navigate the challenges of today's rapidly changing world. From adapting to technological advancements to addressing the complexities of remote work, the authors have ensured that the principles of execution remain relevant and effective.

Burnt out is the number one killer to productivity and it attacks confidence when your team or clients are not aware of expectations or your brand’s culture. Here’s what to get in place: 🖊️SOPs : Standard Operating Procedures Help Cut Back Time and Lack of Communication on the Workflow of How to Get Things Done. 🖊️Easy to Follow Onboarding Process: Too Much Going On.. might lead to more confusion than actual productivity. Find ways to simplify the task or project at hand - 9/10 whoever is responsible knows the ins and outs. Also, keep an SOP handy for the most detailed part (step by step) of the how-to. 🖊️Project Management Tools: This keeps everybody on check and on their toes. You don’t want to miss a step because everything is “in your head”. 🖊️Written + Visual Workflow Charts: Everybody learns differently… invest in making sure your method includes that your team understands the process. 🖊️Clear Communications Workflow: Get the team to understand the lingo so there would be to holes to fill. 🖊️Client Responsibility List: Make sure you know what you need from your clients upfront.. this avoids delay down the line while working on your clients tasks. 🖊️Team Responsibility List: Make sure your team is onboarding with all the resources and tools. In addition, to getting them on board with how the process work. (Don’t throw them into the fire just because you hired them for a job title) 🔸🔸ALWAYS Remember to Practice Reviewing of your systems and processes frequently to Improve Efficiency & Cut Cost! *** 🔸🔸🔸🔸🔸🔸🔸🔸🔸🔸🔸🔸🔸 As an your Online Business Manager (OBM) or Director of Operations.. Im here to help 📌Organize Your Business 📌Optimize Your Systems 📌Leverage Your Resources (Systems, Tools, Applications, & Team) #onlinebusinessmanager #obm #organizedbusiness #optimize #systems #leverage #businesstips #businessmanagement #teammanagement #businessgrowth #entrepreneurship #ceo #leader #ceolifestyle #sahm #businessoperations #businessmanagement #marketingmanagement #clientexperience #clientsupport #customersupport #coo #wfh #ceolifestyle #realestate #businesscoach #businessstrategy #projectmanager #womenintech

In today's fast-paced business landscape, aligning diverse talents and departments towards common objectives is crucial for success. However, setting effective goals for cross-functional teams can often feel like navigating a maze. How do you ensure every member is on the same page and moving in the right direction? Defining goals for cross-functional teams requires clear communication, alignment of objectives, and a collaborative approach. Here are some steps to effectively set goals for cross-functional teams: 1. Identify Clear Objectives:   - Align with Organizational Goals: Ensure that the team's goals are aligned with the broader organizational objectives and mission.   - Define Specific Goals: Make goals specific, measurable, achievable, relevant, and time-bound (SMART). 2. Involve Key Stakeholders:   - Collaborative Planning: Involve representatives from all relevant functions in the goal-setting process to ensure buy-in and alignment.   - Seek Input and Feedback: Gather input and feedback from team members to refine goals and ensure they are realistic and achievable. 3. Clarify Roles and Responsibilities:   - Define Individual Contributions: Clearly outline what each team member is responsible for and how their work contributes to the overall goal.   - Ensure Accountability: Establish accountability mechanisms to track progress and address any issues promptly. 4. Communicate Goals Effectively:   - Consistent Messaging: Use multiple channels to communicate goals consistently across the team.   - Regular Updates: Provide regular updates on progress and any changes to goals or priorities. 5.Set Milestones and Deadlines:   -Break Down Goals: Divide larger goals into smaller, manageable milestones to keep the team motivated and on track.   -Establish Deadlines: Set clear deadlines for each milestone to maintain momentum and ensure timely completion. 6. Foster Collaboration and Integration:   - Encourage Cross-Functional Collaboration: Promote collaboration between different functions to leverage diverse skills and perspectives.   -Use Collaborative Tools: Utilize project management and collaboration tools to facilitate communication and track progress. 7. Monitor Progress and Provide Feedback:   - Regular Check-Ins: Hold regular meetings to review progress, discuss challenges, and adjust goals if necessary.   - Provide Constructive Feedback: Offer feedback and support to help team members stay aligned with the goals and improve their performance. 8. Celebrate Successes and Learn from Failures   - Acknowledge Achievements: Recognize and celebrate individual and team accomplishments to boost morale and motivation.   - Analyze Setbacks: Conduct post-mortem analyses on any failures to identify lessons learned and improve future goal-setting processes. Ready to transform your cross-functional team's potential into performance? Start applying these goal-setting strategies today #crossfunctionalteam #teamwork #CFTS #workculture

🚀 **Maximizing Efficiency in Task Management: A Blueprint for Success** 🚀 As Business Development Managers, one of our key responsibilities is ensuring the smooth flow of tasks within our teams. Effective workflow management is not just about getting things done—it's about getting the *right* things done by the *right* people at the *right* time. Here’s how you can master the art of task management: 1. **Visualize the End Goal** 🧠 Before assigning tasks, take a moment to visualize the complete project in your mind. Picture each step, anticipate potential roadblocks, and outline the desired outcomes. This mental blueprint will guide your decision-making process and help you align tasks with the bigger picture. 2. **Prioritize and Plan** 📊 Not every task carries the same weight. Prioritize tasks based on their urgency and importance. Break down complex projects into manageable steps, and assign deadlines that are both challenging and achievable. 3. **Know Your Team’s Strengths** 💪 Understanding your team’s strengths is crucial. Assign tasks to individuals who have the skill set and capacity to excel in those areas. This not only ensures high-quality output but also empowers your team by playing to their strengths. 4. **Set Clear Expectations** 📋 When assigning tasks, clarity is key. Provide clear instructions, set realistic deadlines, and communicate the purpose behind each task. This helps in minimizing confusion and ensures that everyone is aligned with the project’s goals. 5. **Monitor Progress & Offer Support** 🔄 Regularly check in on progress, but don’t micromanage. Offer guidance and support when needed, and be open to feedback. Adjustments might be necessary as the project evolves, so stay flexible and responsive. 6. **Celebrate Achievements** 🎉 Don’t forget to recognize and celebrate the team’s hard work and successes. Acknowledgment boosts morale and motivates your team to keep pushing towards excellence. Efficient task management is not just about ticking off boxes—it’s about creating a seamless workflow that drives success and keeps your team motivated and productive. Let’s lead by example and steer our projects to success with clarity, strategy, and purpose. #Leadership #TaskManagement #TeamEfficiency #BusinessDevelopment #ProjectSuccess #BBCBizzBuzzCreations #KEPLERVOICE

15 lessons from The 4 Disciplines of Execution: Revised and Updated: Achieving Your Wildly Important Goals by Chris McChesney, Sean Covey, et al.: 1. Focus on the Wildly Important Goals (WIGS). Identify a small number of truly critical goals that will have a significant impact on your organization's success. 2. Act on Lead Measures. Focus on leading indicators that predict future performance, rather than lagging indicators that measure past results. 3. Keep a Compelling Scoreboard. Create a visible and accessible scoreboard that tracks progress towards WIGs. Use the scoreboard to foster accountability and engagement. 4. Create a Cadence of Accountability. Establish regular meetings and communication channels to review progress, address challenges, and maintain alignment. 5. Break down WIGs into manageable steps. Create a clear and actionable plan for achieving each WIG. Break down the plan into smaller, achievable steps with defined deadlines. 6. Assign clear ownership and accountability. Clearly assign ownership and accountability for each step in the plan. Ensure everyone understands their role and responsibilities. 7. Track progress regularly and consistently. Monitor progress on a regular basis and make adjustments as needed. Use data and insights from the scoreboard to inform decisions. 8. Address challenges promptly and effectively. Don't let obstacles derail progress. Identify challenges early, analyze the root causes, and implement solutions promptly. 9. Celebrate successes and recognize contributions. Acknowledge and celebrate achievements along the way. Recognize the contributions of individuals and teams to maintain motivation. 10. Foster a culture of accountability. Create an environment where everyone feels responsible for their actions and contributions. Encourage open communication and feedback. 11. Involve stakeholders in the process. Engage key stakeholders in the WIG process. Seek their input, feedback, and support to ensure alignment and commitment. 12. Align WIGs with organizational strategy. Ensure that WIGs are aligned with the overall strategic direction of the organization. WIGs should contribute to achieving the organization's long-term goals. 13. Review and update WIGs periodically. As circumstances change, revisit and update WIGs to ensure they remain relevant and impactful. 14. Adapt the 4 Disciplines to your organization's culture and context. Tailor the implementation of the 4 Disciplines to fit the unique culture and structure of your organization. 15. Embrace discipline and persistence. Achieving Wildly Important Goals requires discipline, persistence, and a commitment to continuous improvement. BOOK: https://amzn.to/46ykFjO You can get the audiobook for FREE using the same link, as far as you are registered on the audible platform.

Navigating Success through Process Mapping 🚀 Managers, ever wondered how to elevate your team's performance? 🌟 It's all about recognizing the gaps and seizing the growth opportunities! 🌱 Imagine your team as a puzzle, each piece vital for the big picture. 🧩 Start by observing the interactions and workflows – the intricate connections that make or break productivity. Just like a skilled gardener tends to every plant, a savvy manager nurtures their team dynamics. 💡 Consider your team as a symphony. Every instrument plays a crucial role, and harmony is achieved when each note is in sync. Detect the dissonance, the moments when the rhythm falters, and you've found your gaps. 🗺️ Process Mapping as Your Compass: 1. Communication Pathways: Map out how information flows within your team. Like a detailed treasure map, process mapping unveils communication routes, helping you identify bottlenecks and opportunities to enhance the exchange of ideas. 2. Skill Deployment Chart: Just as a soccer team needs players with diverse skills, create a process map highlighting each team member's strengths and responsibilities. This visual aid enables you to quickly identify skill misalignments and adjust strategies accordingly. 3. Resource Allocation Blueprint: Analogous to a chef managing ingredients, use process mapping to visualize resource allocation. Ensure your team has access to the tools and resources needed for success. It's like creating a recipe for success with all the essential ingredients in place. 🌱 Seizing Opportunities with Process Mapping: 1. Innovation Trails: Picture your team as explorers following a mapped trail. Encourage process mapping as a tool for visualizing workflows and identifying areas for innovation. Just like following a treasure map leads to hidden gems, process mapping uncovers opportunities for improvement. 2. Diversity Landscape: Just as a garden blooms with diverse flowers, use process mapping to highlight the unique strengths each team member brings. This visual representation fosters an inclusive culture, showcasing the variety of talents that contribute to overall success. 3. Continuous Improvement Blueprint: Analogous to a software update, process mapping serves as the blueprint for continuous improvement. Regularly revisit and update the maps to reflect changes, seek feedback, and adapt. A dynamic team is one that evolves with the changing landscape. 🚀 Conclusion: Business owners, armed with process mapping as your compass, can navigate through challenges and lead your team to new heights. Embrace the journey, fine-tune the melody, and watch your team soar! #BusinessEfficiency #ProcessOptimization #DocumentYourWorkflow #SystemizeYourBusiness

🌟 Striking the Right Balance for Success: Building Strong Teams for Complex Projects 🌟 Embarking on a complex project demands a meticulous approach to assembling a high-performing team. How do you strike the right balance between competence, skills, people development, and experience when selecting individuals for key roles? Here are some thoughts, infused with my perspective that "strong teams deliver, not strong individuals." 1️⃣ Competence as the Cornerstone: A strong team begins with individuals possessing a robust foundation of competence. Their ability to understand intricacies, tackle challenges, and contribute meaningfully is the bedrock of success. 2️⃣ Skills Crafted for the Challenge: Tailor your team's skills to match the unique demands of the project. Seek a blend of technical prowess, soft skills, and domain expertise. Remember, it's the collective skill set that propels the team forward. 3️⃣ Investing in People Development: My belief is that strong teams are cultivated through continuous learning and growth. Look for individuals committed to their personal development, as this commitment fuels the team's evolution and resilience. 4️⃣ Experience as a Guide: Experience is invaluable. Look for candidates who bring a wealth of experience, complemented by an openness to innovation. A mix of seasoned professionals and fresh perspectives creates a dynamic team capable of navigating challenges with finesse. 5️⃣ Collaborative Dynamics: Strong teams are built on collaborative dynamics. Effective communication and teamwork are paramount. Seek individuals who can bridge diverse perspectives, as it's the synergy of these interactions that elevates the team's performance. 6️⃣ Adaptability and Resilience: Strong teams thrive in ambiguity. Look for individuals with the ability to adapt, pivot when necessary, and exhibit resilience in the face of challenges. Their collective adaptability is as vital as their individual strengths. In my experience, a "strong team" is a harmonious blend of diverse talents, experiences, and a shared commitment to success. Remember, it's not about strong individuals; it's about strong teams delivering exceptional results. For further insights, consider exploring books like "Team of Teams" by General Stanley McChrystal, "Drive" by Daniel H. Pink, and "The Five Dysfunctions of a Team" by Patrick Lencioni. By carefully balancing competence, skills, people development, and experience, you pave the way for a collaborative, innovative, and successful project journey.

Are Your Team Goals Aligned for Success? 🏆 Have you ever wondered why some teams excel while others struggle? The secret often lies in how they set and align their goals. Here's a brief guide to help your team get back on track: 1. 𝐂𝐥𝐞𝐚𝐫 𝐕𝐢𝐬𝐢𝐨𝐧: Define your ultimate team goal. Teams with a clear shared vision are 1.9 times more likely to have above-average financial performance (Harvard Business Review). 2. 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐯𝐞 𝐆𝐨𝐚𝐥 𝐒𝐞𝐭𝐭𝐢𝐧𝐠: Engage everyone in setting goals. Engaged teams outperform others significantly by up to 202% (Gallup). 3. 𝐀𝐥𝐢𝐠𝐧 𝐈𝐧𝐝𝐢𝐯𝐢𝐝𝐮𝐚𝐥 𝐚𝐧𝐝 𝐓𝐞𝐚𝐦 𝐆𝐨𝐚𝐥𝐬: Ensure each team member understands how their personal goals contribute to the team's success, boosting motivation and sense of purpose. 4. 𝐑𝐞𝐠𝐮𝐥𝐚𝐫 𝐏𝐫𝐨𝐠𝐫𝐞𝐬𝐬 𝐑𝐞𝐯𝐢𝐞𝐰𝐬: Adapt and overcome challenges through regular check-ins. Agile teams improve their performance 3 times more than non-agile teams (McKinsey) 5. 𝐂𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐞 𝐒𝐮𝐜𝐜𝐞𝐬𝐬: Acknowledge both individual and team achievements to foster a positive culture. Recognition-rich cultures have 31% lower voluntary turnover rates. (Deloitte) 6. 𝐆𝐫𝐨𝐰𝐭𝐡 𝐌𝐢𝐧𝐝𝐬𝐞𝐭: Embrace challenges as growth opportunities. Teams with a growth mindset achieve more (Carol Dweck). 7. 𝐔𝐬𝐞 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲: AI and project management tools can increase productivity by up to 40% (Accenture). 8. 𝐌𝐢𝐧𝐝𝐟𝐮𝐥𝐧𝐞𝐬𝐬 𝐚𝐧𝐝 𝐖𝐞𝐥𝐥-𝐛𝐞𝐢𝐧𝐠: Balance hard work with mental health practices for better productivity. Happy workers are found to be 13% more productive (Oxford University). Align your team's goals to set the stage for a year of unprecedented success. Remember, the strength of the team is each individual member, and the strength of each member is the team. Ready to transform your team's dynamics and achieve extraordinary results? Comment or DM me to learn more about optimizing your team's performance through strategic goal alignment and high-performance coaching. Let's make this year outstanding! 🌟

Ever noticed how rarely people rave about a “life-changing process”? It’s the experiences, not the processes, that stick with us. Success requires balancing both good processes and positive experiences to truly thrive as an organization. #ChangeManagement #DigitalTransformation #BusinessGrowth

As a PM I feel my extreme responsibility for organisational dynamic and for keeping the team in resource so that it could perform without burning out. I use very simple tool from Organisational Transaction Analysis to measure “temperature” when something goes wrong (speed falls down, tasks are forgotten, the quality of releases are worse, team struggles with “active” procrastination, team struggles with low energy, there are no strong ideas). I analyse daily activity from the team Time Structuring point of view. I adapted this framework for Product team time analysis and will be happy to share with you. The optimally healthy time structuring for me is when my team spends: 🔥 45% of their working daily time on their tasks performance. This means they are focused only on what they took from backlog exclusively. 🤓 20% on self-education and research. It could be mentorship from the colleagues, books reading, cases discussion with advisory, courses, articles, GPT, whatever that increases expertise, helps to achieve results and adds skills. 👩💻 15% on meetings. These are planning sessions, refinement meeting, estimation, daily stand-ups, retro, brainstorming, demo, OKR discussion. 🗣 10% on contacting and communication. This is the time for rituals (drinking coffee together, jokes, fun), professional communication to synchronize, fast replies in chat, memes) 👥 5% on 1:1, team building, structuring feedback. This is what many leaders discount and make it formal. But for me this is the most important time for building relationship. Time to allow specialists to show their vulnerability, fears, calm down their imposter syndrome, support, give recognition. Help them to reflect 📣 5% on reporting. Summery, digests, FYI letters, announcements. We human cannot live without three things: stimulation and craving for sensation, craving for recognition, and craving for certainty. And during our daily activity we shall structure our time to satisfy all three “hungers”. If one of the “hungers” like Certainty is not met what do you think will happen? For example, when the agreements/instructions are vague, without clear metrics or DoD it will lead to over expectations, discounting, unrealistic goals. How I will see this in time structuring? Team will spend more time on meetings, communications. Or they will dive into research (that won’t help to achieve result). If the recognition fails I will feel it by increasing numbers of 1:1 or time spent on reporting. Less time on working time. What about your healthy time structuring?