Tuesday, June 22, 2010

Innovation requires Execution for Success.

One of the biggest challenges facing organizations is their inability to execute. Organizations that focus on agility and execution across business units and functions - are more successful that those that are locked in analysis paralysis.

The levers to enhance execution capacity include: information systems flexibility and adaptiveness to meet changing business needs, corporate priorities clarity and keeping people focused to drive results vs shifting gears, ensuring robust talent management and employee engagement practices are in place.

What is a killer in many Fortune 500s we work with is the bureaucracy and process burden that distract people from being focused on the real work - of selling and delivering new products and services.

We have made some balancing act mistakes.

The recent ending economic boom drove companies to invest heavily in leadership development practices has often left middle managers with more limited training opportunities as they were focused on the nuts and bolts and often keeping the lights and wiring working in many organizations.

While many leaders are leaping into conversations in organizations -- are they doing sufficient execution heavy lifting to demonstrate real value to the bottom line?

What should you have your execution innovation eye attentive to?

1.) Ensuring you can spot new opportunities. Thinking like a Venture Capitalist is always a good skill to develop in your workforce. Real time data, formal reports supplemented with direct observations from the field widely shared across the organizations is key. Getting out to visit customers, talk to new employees, retiring employees. Always have the alert on to learn and grow is critical. Complacency and status quo is a killer.

2.)Ensure operational levers are well greased. Ensuring your organizational hydraulics - processes are translating into clear priorities into cascading group and indvidual objectives is critial to align the organization. How often does management review these goals with their employees... setting them and looking at them once a year or 2x /year in review cycles is simply no longer enough. Real time iterative learning is needed which means managers need real time conversations linked to online priority management.

3.) Reward for performance and not mediocrity. When I was at Xerox as a Full time employee this is something the culture did very well... sometimes too well for sales people.. always recognizing the service and administration resources is always something organizations need to balance out between the revenue producers and the revenue service enabling structures. Incentives need to be smartly balanced between the long and short term.

4.)Core Values that are memorable and believable. Having values with teeth is important. Too many core values sound the same from company to company and often employees cannot remember what they even are... and often even C level executives are caught exposed.. Try it some time in your board meetings too. Clearly articulated values that underpin agility and value execution are critical. Ensuring the right people are promoted along the way that really are role model in core values.

5.)Ensure you are building an organization of constant focused pressure vs heoric efforts. Senior leaders who clearly set clear priorities and inject continual pressure, rather than set and fight fires.

In summary, five high five requirements to help get your organization's innovation needs driving forward to achieve execution succes..

20 comments:

Cameron said...
This comment has been removed by the author.
Cameron said...

Every company can benefit from innovation. It increases effectiveness of the products, generates high production and sales , and improves services and operations. Most companies are not afraid of innovation anymore. They feel that the need of borrowing from banks and international business loans institution for funding the companies' modernization programs is a worthy investment. I agree with you that instead of firing people and hiring new ones; why not focus on skills development and training? This will greatly improve the companies' over-all structure and morale.

王婷珊 said...
This comment has been removed by a blog administrator.
江婷 said...

Poverty is stranger to industry.................................................................

靜宸 said...
This comment has been removed by a blog administrator.
于庭 said...

當一個人內心能容納兩樣相互衝突的東西,這個人便開始變得有價值了。............................................................

育隆 said...

先為別人的快樂著想,是超人;先為自己的快樂著想,是凡人;使別人不快樂,自己也不快樂的,是笨人。..................................................

新順 said...

嗨!很喜歡來這欣賞你的作品,幫你推推推當上人氣王唷..................................................................

JasonBirk佳琪 said...

Prevention is better than cure.............................................................

洪淑桓洪淑桓 said...

真有內容的部落格~..................................................................

姿柯瑩柯dgdd憶曾g智曾 said...

享受你自己的生活,不要與他人相比。............................................................

陳佑發 said...

Riches serve a wise man but command a fool.............................................................

文郭ss華賴ss添卉顏俊s任 said...

天氣涼了~要注意身體喔@~@............................................................

蔡靜芳蔡靜芳 said...

i trust everything will be fine. bless you!............................................................

曾法幸 said...

一個人的快樂,不是因為他擁有的多,而是他計較的少。..................................................

魏育如 said...

Judge not of men and things at first sight................................................

林思楊偉馨沛 said...

來看你囉~加油~~!!............................................................

家唐銘 said...

才華在逆境中展現,在順境中被掩藏。............................................................

Dr. Cindy Gordon said...

Cameron I could not agree with you more.What is a constant worry in my mind is the lack of core values in ensuring all business dealings in corporate are based on values of the highest levels of humanness and having compassions, sensitivity and understanding, In other words we need learning teaching leaders more than rough and gruff meanies.. the world does not like them it does not fuel the soul nor enlighten the world. There are many high performers that are balanced mentally and spiritually.. this is what we need and boards of directors need to wake up and carefully look at the leadership profiles and employee satisfaction results and ensure risk gap review programs are indeed adding value...

Stu said...

This is why having a system in place that will give your employees a voice is so important - who knows where the next great idea will come from!

Stewart Higgins
Intranet Expert
Intranet Software

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