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Mission, Vision and Strategy Explained on One Page

Everybody is getting Mission, Vision and Strategy mixed-up and wrong – so here’s a handy one-page guide.

I don’t do much strategy work these days, in favour of my one-to-one and team work. But, I do get a little fed-up with all the remedial team and leadership coaching I need to do which is partly driven by organisations getting some of their structural factors wrong.

In particular, nobody seems to understand how Mission, Vision and Strategy should play nicely together, cascading from the top down. Other stuff that really bugs me includes:

  1. Why do organisations work on their values without having a good idea what their purpose is first? No wonder their people are confused about what their priorities are and how they should be behaving!
  2. And why don’t businesses get their long-term mission straight, before thinking about the mid-term or immediate future?
  3. Why does nobody seem to have a compelling vision now, instead of “Oh, let’s just carry on as before but maybe do a bit more of it.“?
  4. Why is everybody so terrified of doing proper competitive analysis that their strategy is really just a list of stuff they were going to do anyway, instead of a way to win in their marketplace?

Anyway, rather than just rant, I thought if I put it all on a handy one-page guide, that might actually be useful. Click the image above and then alt-click it to save as or download your copy.

As usual, please leave me a comment if they’re still open below, or tweet me @NickRobCoach. Tell me I’m wrong, and that your organisation has a proper, cascading Mission, Vision and Strategy covering all the points I’ve listed.


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Capability – Part 2

Why you should be worried if people in your business are saying “I don’t know how…” – and what to do about it

This is the second in a brief two-part series about Capability at work. 

Part one (click here) explored what kind of approaches you can take if you want to help individuals to change their behaviours or to be more capable. In this second part, I look at why you should really sit-up and pay attention if you’re hearing a lot of “I don’t know hows” in your business and what’s needed if you want everyone to feel more capable.

If your business is not capable of doing what it’s supposed to be doing, and of doing that better than your competition, there’s trouble ahead!

Just recently, a couple of client organisations who are in the first stages of becoming more effective and more competitive have mentioned that a few of their people are saying that they, “Don’t know how… (to do what’s required of them).”

This is both a good thing to hear – because it shows that (a) you’re listening and (b) people feel able to tell you – and also the last thing you’d want to be hearing! How can your strategy be a good one, if it’s not based on already having (or rapidly acquiring) a competitive advantage of some kind? How can you execute a great strategy, if key people don’t know how to do what you need of them?

As well as developing individuals – see part one of this series – what might you need to be doing to develop a deeper sense of capability right across your organisation?

Here’s a couple of pointers based on my experience. It’s not meant to be an exhaustive list, but should be a good springboard for your own investigations:

  • Are you strategic enough about acquiring and developing Capability? Specifically:
    • how clear are you about the core competencies (related bundles of skills) that set your business apart from the rest?
    • are these core competencies made known, valued, rewarded and measured?
  • Do you promote Curiosity across the organisation? Curiosity about what makes your business tick is a precursor to improved capability. Instead of hearing people say “I don’t know how,” you want to have them saying “I wonder if this would work…?”
  • Building on that, is it OK for people NOT to know stuff? Organisations often reward people (in the widest sense of ‘reward’) for their expertise and knowledge and also often unknowingly punish those who don’t know. Make it OK for people to risk NOT knowing and you open the door for them to learn stuff you’d never have dreamed of.

The man who asks a question is a fool for a minute, the man who does not ask is a fool for life.

Confucius

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