Business & Executive Coaching

How Do My Goals Contribute To The Strategy?

Strategy and goals should influence everyone's behavior in the organization!
The work at the top of the organization in creating strategy and goals is intended to influence behavior that drives results. Unfortunately, it's not unusual for the primary impact of the work to remain at the senior management level. It's kind of like having a car with an engine and no wheels. Despite the importance of driving the strategy and goals deeper into the organization, the messages as to how the strategy relates to execution typically become unclear and confusing the further down they go.

Passing goals down without creating meaning causes frustration

The responsibility for creating clarity around what the strategy means at the business unit, team and individual levels, and for ensuring that the strategy is executed is a shared management responsibility.

There are many dynamics within fast paced changing organizations that contribute to the lack of alignment. However, the biggest obstacle appears to be "a lack of understanding." Why is this? Repeating the company strategy is easy enough, but without translating strategy into relatable actions with those who are expected to execute at every level of the organization, has limited impact. When managers involve people and teams they lead in these discussions, SMART goals can be written that connect everyone's contributions to the strategy. It also improves sustained commitment through the ability to measure ongoing results.

Planning backwards focuses on results

Managers can facilitate the process by asking three questions:

1. How does the strategy affect our unit?

2. What must we accomplish?

3. How will we accomplish it?

Through this process a shared language and framework for how to think and talk about alignment occurs among the team/department enabling them to match their behavior to a set of commonly understood goals and actions. To create focus on the truly critical goals to your team and the company, apply the following questions as a litmus test to each of the existing goals:

  • What is its economic impact?

Norm guided me through a process of reorganizing my department in a way that engaged and energized the whole team. In many ways, I attribute much of my success as a manager to the lesssons that I learned from him. I learned through the insight he shared and coaching that he was truly interested in my success. His honest, tell it like it is approach, combined with his ability to impart his considerable knowledge using clear messages, was helpful in revealing my current (and hidden) strengths, and also come to grips with areas that need improvement.

A. Waples,
Consulting Manager

Executive Coaching & Consulting - Boston, MA

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