What do you do if your team's strategic decision making is causing more harm than good?

When addressing harmful strategic decision-making within a team, it's crucial to thoroughly assess the impact and gather feedback from team members to understand concerns and root causes. Review the decision-making process to identify weaknesses and areas for improvement, emphasizing transparency and collaboration. Facilitate constructive dialogue to generate solutions and consider external expertise for objective insights. Implement necessary changes based on feedback, continuously monitor outcomes, and promote a culture of learning and development. Engage leadership for guidance and support if broader organizational changes are necessary. These steps can lead to improved decision-making, better outcomes, and a more resilient team.

Wow! It's tough if you do all the right things and end up with bad outcomes. But that's business. You have to adjust and capture your lessons learned.

Pause and recalibrate. Dive deep to understand what’s going wrong. Use data and feedback to uncover the root causes.Bring the team together to discuss issues openly and collaboratively find solutions.

If the team's decisions are causing problems, you should start by openly discussing the issues backed by evidence and data. It’s important to suggest reevaluating these decisions and to encourage incorporating regular feedback mechanisms. This approach ensures the decision-making process remains dynamic and responsive, better aligning with your team's goals.

In that case we need revisit the plan made and data based on which plan was executed. Accordingly corrective actions and regular monitoring of corrective actions to be done to check effectiveness

One thing found useful in fostering open dialogue is implementing a "round-robin" style discussion where each team member has a chance to speak uninterrupted. This ensures everyone's voice is heard and prevents dominant personalities from overshadowing others. Actually, I disagree with the notion of rushing to find solutions during this initial discussion. It's more important to focus on understanding the root causes and gathering diverse perspectives before jumping into problem-solving mode. One example I've seen is using anonymous suggestion boxes or online forums to allow team members to share their thoughts anonymously. This can be particularly helpful for those who may feel uncomfortable speaking up in a group setting.

Acknowledge Concerns through validating the concerns raised by acknowledging their validity and importance in finding solutions. Focus on Solutions by shifting the conversation towards identifying potential solutions or improvements to mitigate the negative impacts of past decisions. Collaborate on Action Steps to work together to develop a plan of action, assigning responsibilities and setting deadlines for implementing changes.

1. When communicating with your team, be professional, honest, respectful, caring and friendly. Establish a dialogue calmly and openly, without panic, criticism or accusations. Emphasize that much depends on each team member. 2. Share your thoughts on the current state, ask questions and listen carefully to the answers. Record the information received in meeting notes, look for correlations between your data and the team's data.

I definitely would open up a dialogue with my employees and team to get your opinion I'm a decision that was made And then open it up To other suggestions And see if we could come up with a new strategy

Foster an environment where team members feel comfortable discussing issues openly and honestly. Encourage constructive feedback and ensure everyone understands the importance of addressing the problem.

Revisiting goals is a crucial step in addressing the negative impacts of strategic decisions. Review Current Goals, Assess Goal Attainment, Adjust Goals if Necessary, Set New Objectives, Communicate Changes, Monitor Progress By revisiting and realigning goals in light of recent strategic decisions, organizations can ensure that their efforts remain focused and directed towards achieving meaningful outcomes.

1. Focus on the company's key goals, pain points, and needs; if this requires adjustments to lower-level goals, make adjustments. 2. Make sure each team member clearly understands the connections between personal goals, department goals, strategic goals, and key company goals; for a better understanding, you can prepare special materials and hold group and individual meetings.

If strategic decision-making is causing harm, reassess the decisions, gather feedback from stakeholders, analyze the impacts, and adjust the strategy accordingly to minimize negative effects while fostering alignment with organizational goals.

With a clear understanding of what's gone wrong, revisit the strategic decisions that have caused harm. Consider alternative approaches and adjustments that could mitigate the negative impacts.

Actually, I disagree with solely focusing on the original goals without considering external factors or changes in the business landscape. It's essential to acknowledge that circumstances may have evolved since the goals were initially set, requiring adjustments to the strategy. One example I've seen is conducting a SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) alongside the review of goals. This helps identify internal and external factors impacting the strategy and allows for a more holistic assessment of the situation.

Exploring alternatives involves considering different courses of action or decision-making approaches to address the negative impacts of previous strategies. Brainstorm Options, Analyze Pros and Cons, Consider Risk Levels, Prioritize Alternatives, Seek Input, Pilot Test if Feasible, Make Informed Decisions, Monitor and Adapt Through exploring and considering alternatives thoughtfully, organizations can identify innovative solutions and approaches to mitigate the negative impacts of previous strategic decisions and improve future outcomes.

1. Create a safe environment for new ideas and fruitful discussion. Good conditions for this are a respectful, caring, grateful, friendly atmosphere. Eliminate harsh criticism, cruel jokes and punishments for taking initiative. 2. Review with team members the generated solutions that are most likely to help them achieve their updated goals. Discuss the pros and cons of the solution, but not its author. Select the solutions to implement.

One thing found useful is using brainstorming techniques like mind mapping or the "6-3-5 method," where six participants generate three ideas each in five minutes, to quickly generate a large pool of ideas. This ensures a diverse range of perspectives are considered. Actually, I disagree with prematurely dismissing unconventional ideas during the brainstorming phase. Sometimes, the most innovative solutions emerge from initially seemingly impractical suggestions. One example I've seen is organizing a "hackathon-style" event where team members collaborate intensively over a short period to develop and prototype alternative strategies. This high-energy environment can spur creativity and result in novel approaches to solving problems.

Some changes are in your hand like maintaining deadlines for the task, improve quality, and communicate where it is lacking, such small steps can be a huge game changer in navigating a rough patch in your team.

Reassess the organization's goals and objectives to ensure that current decisions are in alignment. Review the strategic direction and priorities to confirm their relevance and adaptability to the evolving circumstances.

One thing found useful is creating a visual roadmap or Gantt chart to illustrate the implementation timeline and dependencies. This helps team members understand the sequence of actions and their interconnections. Actually, I disagree with solely relying on top-down communication when communicating the implementation plan. It's important to foster a collaborative environment where team members feel empowered to provide feedback and suggestions. One example I've seen is organizing regular check-in meetings or progress reviews to discuss any challenges encountered during implementation and brainstorm potential solutions collaboratively. This promotes transparency and keeps everyone engaged in the process.

Implementing changes effectively involves translating proposed solutions or alternative strategies into action. Develop an Action Plan, Assign Responsibilities, Communicate the Plan, Provide Support and Resources Train and Educate, Monitor Progress, Solicit Feedback, Celebrate Milestones, Adapt and Iterate Through these organizations can effectively implement changes resulting from strategic decision-making, leading to improved outcomes and performance.

1. Please remember that without the correct implementation of the selected solutions, all previous steps are meaningless. 2. To ensure that the implementation goes as smoothly as possible, prepare a plan that specifies the tasks, priorities, resources, deadlines and responsible persons; make sure that each team member clearly understands their role.

After finding out what was going on and where we were going wrong? I would reform a new plan of Achen an implemeant it and then monitor it and adjust it as needed to make sure we meet all of our necessary goals. In the most. Effective way

Have an open discussion with the team to identify the root causes of the problem and explore alternative strategies. Seeking input from diverse perspectives can help generate new ideas and solutions. Additionally, consulting with stakeholders or seeking outside expertise may provide valuable insights. Ultimately, the goal is to realign the team's efforts towards achieving positive outcomes while minimising harm. Gantt chart

Regularly assessing strategic decisions and adapting as needed is essential for success. Transparency, open communication, and a willingness to learn are crucial. When decisions go awry, gathering feedback, exploring alternatives, and taking swift corrective action are vital. Embracing a culture of continuous improvement enables teams to overcome challenges and achieve their goals effectively.

When decisions go wrong, it is important to pause, step back and reflect. Have coaching sessions with team with regular checks and feed forward so that team can identify symptoms of failure well in advance and take corrective actions, immediately.

1. Monitor the results of changes: not as an overseer and hangman, but as a caring helper. Be a navigator, be a wise mentor, your task is to consolidate the team’s new skills, and not to catch a mistake and punish. 2. It is very important to notice the first positive changes and immediately give positive reinforcement; it is important to notice the remnants of old bad habits and eradicate them in time.

Execute the selected changes based on the alternative strategies identified, incorporating feedback from stakeholders and team members. Establish monitoring mechanisms to track the progress of implemented changes and evaluate their effectiveness in addressing the identified issues. Adjust strategies as needed to ensure continuous improvement and positive impact.

If I find that my planning is harming myself, I will take immediate action to correct the situation. First, I will evaluate the reasons behind my self-harming planning and identify any unhealthy patterns or behaviors. Next, I will seek support from trusted friends, family members, or a mental health professional to help me address these issues. I will also work on developing healthy coping mechanisms and self-care practices to replace the harmful planning. Finally, I will continue to monitor my thoughts and behaviors to ensure that I am staying on track and making progress towards a healthier, happier life.

Seek Expert Advice: If necessary, consult with external experts or advisors who can provide fresh perspectives and strategic guidance. Sometimes an outside viewpoint can offer valuable insights that internal teams may overlook.

Start by unlayering the root cause of the disconnect. In my experience it is more often than not a disconnect from reality / the hard facts or your operating cadence is not aligned with the strategic direction. Get some affordable help from someone who has walked a similar path and is in the mentor stage of their career.

1. Just as it takes time and practice for a child to learn to walk, it takes time and practice for team members to learn to make effective decisions. Without learning how to make ordinary decisions, it is difficult to learn how to make strategic decisions. 2. As a leader, continually improve your decision-making skills: lead by example. 3. Create a healthy culture based on respect, caring, gratitude and goodwill. Remember that a safe environment is necessary for both decision-making and creativity. Encourage team members to practice decision making and provide positive reinforcement for early successes. Good luck!