Intro

Leadership

The Three Keys of Leadership:

Studies have shown that trust and confidence in top leadership is the single most reliable predictor of employee satisfaction in an organization.

The Boulder Group has found that effective communication by leadership in these critical areas is the key to gaining that trust and confidence.

  • Do employees understand the company's overall business strategy and goals?
  • Do employees understand how they contribute to achieving key business objectives?
  • Is information shared with employees on both how the company is doing and how an employee's own division or department is doing relative to strategic business objectives?

Communicating the vision of where you are going and as well as having an actionable strategy in place to achieve that vision are musts in creating the organizational team that can best achieve the objectives desired. However, this is a necessary condition but not sufficient to ensure that the organization is can in fact execute the changes required to most effectively achieve the desired result.

In fact some of the most significant barriers standing in the way of making rapid and effective progress toward the company's goals can be management's own cultural paradigms and organizational limitations. The Boulder Group will guide you in the process creating an organizational environment where the organization is empowered to achieve the desired results and, additionally, your leadership and communication is visible and consistent with the above keys.

The Process of Strategic Goal Achievement:

  • Inspire a shared vision in words that can be understood by your team. Ensure that the strategies are actionable with goals and objectives that ensure that the organization knows their role in achievement.
  • Drive with metrics – discover the processes that need to be improved to meet the strategic goals. These processes are likely executed across organizational or even divisional boundaries and can exist in any function including IT, Sales and Marketing, Design/Development, or Operations.
  • Organize cross functional teams that can represent the individual department's roles in process execution.
  • Implement metrics that measure the process performance, not just process results. Drive process using process performance metrics
  • Set objectives for the metrics of each key process.
  • Enable your teams to act - Give them the tools, authority and methods to solve problems themselves.
  • Manage the tasks and priorities. Only tackle what must be changed for most impact and progress toward the goals.
  • Demonstrate leadership involvement – be a model, get your hands dirty - a leader shows it can be done not just tells others to do it.
  • Link actions to results…what improvements realized which results.
  • Celebrate successes!
  • Utilize learning cycles…what is working, what is not, what needs to change.
  • Repeat

The Boulder Group has the process and experience to implement the above set of steps. We call it simply Strategy to Results™. We break down the above actions into steps that the teams can rapidly execute after initial training, and that the leadership team can monitor, govern, and encourage. Your leadership visibility will improve and your organization's effectiveness will take a quantum leap. In addition, since all organizations are both aware of their impact on the strategic goals and have tools to improve their execution, enthusiasm toward achieving those goals will multiply.

We don't term our process a "Leadership Program" or "Executive Coaching Program", but you and your leadership team's effectiveness, visibility, ability to govern, and results realization will dramatically improve by implementing Strategy to Results.