What do you do if your team is not understanding your strategy?

In my experience: 1. Start with the end goal: Clearly articulate the vision and the steps necessary to achieve it. Ensuring everyone understands the ultimate objective can help align efforts and focus. 2. Break it down: Divide the strategy into manageable parts and explain how each segment connects. Bite-sized information is easier to assimilate than large chunks. 3. Offer training and resources: Provide ongoing training and the necessary resources to facilitate continuous learning. This ensures everyone has the skills and knowledge needed to execute their part of the strategy effectively. 4. Encourage open communication: Create an environment where team members feel comfortable asking questions and seeking clarity.

Before diving into explaining the strategy, take a moment to reflect. Consider if the strategy itself is clear and easy to grasp. Is the purpose well-defined and connected to the bigger picture? Reflecting on these points will ensure a smoother explanation and a more engaged team when you present the plan.

Before revising your strategy, take time to consider how it's been communicated. Assess whether the message was clear and connected effectively to team roles and the overall goals. Simplify complex elements and make sure the strategy is actionable for everyone involved.

Go back and make sure your desired outcome and win have been clearly defined and communicated. Then make sure you are picking up your team where they actually are, not where you wish they would be. This is your current reality. Review and reflect on the strategic process that takes you from where you and your team are to where you want to be. Are there any untrue assumptions? Gaps in the strategic pathway? Obstacles or barriers of entry? Communicate, listen, communicate - repeat this process along the journey.

Reflecting on my past experiences, I've learned the importance of introspection when a team struggles to grasp a strategy. If my team is not understanding the strategy, I would first take a step back to reassess and reflect on the communication and the strategy itself. This involves critically examining if the strategy aligns with the team's capabilities and the organization's goals, and whether it has been communicated effectively. Through reflection, I can identify misalignments and complexities that may have been overlooked. This practice of reflective leadership not only clarifies the strategic direction but also enhances the team's cohesion and understanding.

Open the floor to feedback to identify where misunderstandings or disconnects lie. This not only helps in pinpointing problem areas but also fosters a culture of open communication and mutual respect. Listening to your team’s insights and concerns can significantly refine and strengthen your strategy.

Como lo mencioné anteriormente lo primero a realizar sería construir la estrategia involucrando a la alta gerencia, ello significa por ende tener la retroalimentación a la cual se hace mención.

Encourage open dialogue by soliciting feedback to identify disconnects, whether these are unclear strategy aspects or resource shortages. Active listening and validating concerns show appreciation for team input, aiding in pinpointing issues. Treating feedback as a two-way street enriches strategic understanding and refinement. This approach not only resolves immediate issues but also enhances team engagement and the overall effectiveness of the strategy.

Don't just present the strategy as a done deal. Before rolling it out, seek feedback from your team. This can be done through informal chats, surveys, or even a brainstorming session. By actively soliciting their input, you'll gain valuable insights and potentially uncover any blind spots in your plan. This two-way communication fosters a sense of ownership and increases the chance of buy-in from your team.

If your team struggles to grasp the strategy, assess their knowledge base. Offering educational resources or tailored training sessions can bridge understanding gaps, ensuring all team members are adequately equipped to comprehend and implement the strategy effectively. Adapt these educational initiatives to suit various learning styles within the team. This personalized approach ensures that every team member can fully engage with and internalize the strategic objectives, fostering a more effective implementation.

If knowledge gaps are affecting understanding, address these through targeted training sessions. Adapt these educational initiatives to fit various learning styles within your team, ensuring all members can fully grasp and execute the strategy effectively.

Thoroughly educating my team on the strategy goes beyond just presenting the facts. I make sure they understand the "why" behind the decisions. Using clear explanations, visuals, and real-world examples to illustrate the concepts. I keep encouraging questions and discussions to solidify understanding. The deeper your team grasps the strategy, the more confident and effective they'll be in implementing it.

Considero que parte de los valores de una organización es la Educación Continua, no solamente para llevar acabo una estrategia, sino como parte de la cultura organizacional.

Reinforcing the strategy shouldn't be a one-time event. Circle back with your team regularly to discuss progress, address challenges, and reiterate the importance of the strategy. This can be done through team meetings, internal communication channels, or even celebrating milestones. By keeping the strategy top-of-mind, you'll ensure your team stays focused and motivated to achieve your goals.

Reinforce the strategy at regular intervals to help cement understanding and buy-in. Utilize meetings, updates, and visual aids to keep the strategy alive in the minds of your team members. Celebrate milestones to motivate and sustain engagement.

Educación continua. Lo cito en mi participación anterior, parte de los valores de una organización eficiente es generar conocimiento.

Be prepared to adapt your strategy if feedback suggests it's not aligning well with your team's capabilities or the current market dynamics. This flexibility shows leadership strength and responsiveness to your operating environment.

I believe this is the key point, because, ideally, you have to involve them in the crafting of strategy. This way, they will understand the strategy even before it is implemented. Changing the strategy is also a given, because no matter how detailed your plans are, as von Moltke said: No strategy resist the first encounter with the enemy. There will inevitably be things that you did not consider or that go in at least slightly different way.

Engage your team in the strategy-making process to foster a deeper connection and understanding of the strategic goals. Empower them by assigning roles that play to their strengths and by giving them the autonomy to make decisions. This empowerment enhances engagement and commitment to the strategic plan.

If you feel that your team doesn't understand your strategy despite clear communications, you might not be dealing with a lack of understanding. It might just be that your team does not have confidence in your strategy. This could be because the strategy is built off of assumptions instead of reality. This also could be because team members have tried that strategy out and it hasn't worked in the past. It could also be that there are gaps in logic team members are aware of that should be addressed. Also, if your strategy is too tactical, it might come off as micromanaging, rather than a strategy to dive efficiency and effectiveness. So know that if people aren't understanding, it could be because there's something you're missing.

1. Reflect - Identify and clear any misunderstandings and confusions in your communication. 2. Acknowledge your team members - Provide training courses or data/analysis about your assumptions. 3. Set clear milestones and expectations - Divided into several small phases and clear expectation at each phase => Then monitor the progress and ensure everyone stay on the same page.

Consider the cultural and structural aspects of your organization that could impact strategic comprehension. Ensure that all levels of the organization are aligned with the strategy, from senior management down to front-line employees, to create a unified direction and purpose.