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ONLY YOUR PEOPLE CAN DO THE DIFFERENCE($).

Strategy vs. Execution.

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Warm up!!!Value of your Strategy:-

• Each company in any business is keen to achieve its goals which is translated at the end of the day on the company financial results ($).

• Placing more priority on Strategy Planning over Strategy Execution is very dangerous. Execution score higher % almost 85% when it comes to financial results. ( Take good care of execution).

• Strategy has never been “only” about the question of what, it is rather the question of who. Who execute your strategy? i.e. the WORKFORCE.

• By the way not any workforce !!! But rather the competent workforce.

“ No place for half cooked employees.”

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Top Management role.

The second main role of the top management “after having the right strategy” is to :

1- Put the right talents in the right positions, 2- Align the workforce to the Business Strategy,

3- Ensure a healthy working environment and a reasonable work life balance.

“ make sure you have the RIGHT investment in your workforce”

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Cost vs. Value Creation !a) The cost related to employee is approximately around 60 – 70 % of any

company operating cost.

b) Also employees are responsible for about 85% of driving the strategy

execution, i.e. of value creation. “Just do the Math between a & b.”

c) It is almost a fact of life that you can not utilize your employees 100%,

but the more you are close to that % the more you ensure achieving your

objectives.

d) From the above, Talent Management became the most critical element of

every business today.

“ Employees are the most critical factor that can ensure a sustainable competitive advantages”

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Is strategy execution enough?

The straight answer is NO, for sure it is not enough . SO !!!

You need a strong alignment between your workforce ( the executers) and the strategy, and to do that; you need to have 2 important elements in the business:

a) Talent Management system, and b) A strong “culture of performance”

This should guarantee that when your employee are executing the strategy they are actually doing the “ Right Things”.

“ Strategy + The Right Strategy Execution = Positive Results “

“ Focus employee performance towards objectives, by doing the right things better & faster than other competitors”

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Directions + Decisions vs. Change.

The pace of change is CRAZY but its reality, and we need to deal with it and make the most of it.

This means that though you have a Good Strategy and the Right Workforce you need to have a Strong Leadership that can deal with this fast pace of change.

The leadership need to be so strong in Directing the execution ENGINE very fast & in the right directions ,and be Quick Decision Makers.

“ Poor directions and slow decision making by leaders are the worst things that can happen to any organization “

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Extra role for leaders.

1.Executives and line managers must make sure they have got the right people “quantity” with the right competencies “quality” and placed in the right roles to support business strategies and changes.

2.They must also use “Performance Management” techniques in order to determine who is getting the job done so that they can reward and retain the right performers.

“Bad actors are bad for the business – get red of them”

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Change !!!Change Management vs. Management of Change.

• It is always advisable that you do change management ahead of time, which will limit your unneeded efforts to mange change.

• You need to be in control of “change” rather than letting change steps to the driving seat.

• This can be done by having a strong change management team that can always be in the front lines all the time to pave the way for a great strategy execution.

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Performance Curve Hints !

First hint is that : not every employee is equally critical in driving the company business strategy.

Second hint is : sometimes it is not clear for the leadership what their employees are working on and how good they are doing.

Third hint is : each employee would fall on a performance curve (up/down).

Fourth hint is , the leaders need to watch the above and make sure to keep their employees performance curve high/up .

“ OR manage them out of the business.”

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Last words .The right Talent Management , i.e., the right investment in the Right Employees , followed by putting the right people in the right positions .+Then gaining visibility that enables tracking and managing performance.=This will make your human capital produces output & create financial capital ($).

“Hire employees to create value for the business that you can capitalize on.”

That is the only way to transform your strategy from words to actions

($).

Thank you…