Strategic planning for organizational transformation does require personal accountability from each and every shareholder. However, this is not a easy as it appears.
During the last 10 years as a performance improvement consultant and executive business coach, I have witnessed numerous strategic plans fail because the leadership does not hold everyone accountable. Failure to hold everyone equally accountable is a recipe for disaster and is counter productive to the goals of the strategic plan.
One of the quickest ways not to ensure the effective execution of the strategic plan is to make excuses for poor performance. When some employees are held to a different set of expectations or standards, this dramatically affects the performance of the high performers as well as the potential high performers.
For example during a recent engagement with a mid-size domestic new and used car dealership, one of the obstacles to achieve the goal of increase sales was the unequal expectations specific to sales performance. This reality de-motivated some within the sales training.
When plans are monitored on a regular basis this helps to ensure personal accountability. However monitoring is not the only factor. In many cases, employees need to be further developed to create the necessary attitudes and habits for self leadership and self direction.
Accountability is a personal value and cannot be dictated by someone else. This is why self-leadership of your human capital through professional training and development must be one of the critical goal categories within the strategic plan.
To realize organizational transformation through the strategic plan leadership must build and sustain personal accountability beginning with management and cascading down to the frontline employees.
P. S. Read the 7 Top Tips on How to Execute Your Strategic Plan
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