Effort must follow intention

I set out with great enthusiasm, I set up a structure... because structure liberates! Then I realised that I hadn't posted (or even written ) Monday Musings for two weeks. Whoops, my bad.

Life is nothing if not #content... so let's talk about what has happened over the last two weeks.

I was in #Gqeberha the week of the 20th. I was there to facilitate a session with a senior leadership team, our aim was to recalibrate and reconnect, and set the tone for 2024. I see a lot of this type of work at the end and beginning of the years. I agree with my clients on the importance of creating time and space to ensure that everyone is on the same page, and aligned to the same ideas, values and plans for the upcoming year. Planning is good. Some teams request to have time put aside in the session to reflect on the year that has passed. Reflection is also good. I would add a third session, preferably in middle of the year. This REVIEW would allow the teams to check These are the questions I would ask:

What Has Changed?

When we are in the process of planning, we know enough to give ourselves a bit of wiggle room. We know there are factors out of our control- some conspire for us, and others against us; but the fact remains that we aren't able to control everything. So at the REVIEW session we need to see what factors are contributing to the goals we have set.

What has happened since we set the plan? What factors have changed? What timelines and requirements have been impacted and how does this impact us going forward. This moves us onto the next question.

What Do We Need to Change in Response?

We can't just have information and do nothing with it. We must act.

When we look at what has changed, inside and /or outside the organisation- how do we need to respond in order to stay on track, and remain effective and committed to our larger goals. What do we need to review in terms of processes or ideals that no longer serve us- they do not move us toward our goals, they "steal focus". Please be careful with this section as it can become an excuse to abandon difficult things that are important. We don't need to send employees abroad for non-essential trips if client orders have reduced. We do however need to stay committed to clear and consistent communication even if client orders have reduced and we ares stressed and trying to get more orders in. Do we need to negotiate different payment terms, do we need to adjust timelines? Where can we respond with trimming down or extending to ensure that we are more effective and more competitive?

Where Have We Struggled, and How Can We Remedy This?

Another critical component is reviewing where we have battled to achieve or implement changes. This gives us the opportunity to see if we have followed a suitable process, if we have the correct information, could we get input or help with our implementations etc. Sometimes good ideas can't be implemented because, for want of a better phrase, we can't remember the instructions properly, or we're missing a part. In the review, at this question we need to get clarity and / or get equipped.

Where Have We Succeeded? (Where Can We Celebrate?)

Everyone loves to achieve, to do well, to complete tasks. Some more than others, but nobody is out there saying, "Oh how upsetting to have achieved." At our point of review it's good for everyone to know where we have been successful. We need to celebrate the wins of our colleagues, and teams. This motivates us all to keep pushing when things are tough, and to help us look not just at how we have still to go, but how far we have come.

If you were to ask these questions, what difference would it make to your teams?