I’d say that vision and culture ought to be somewhere in this list. Vision, because it shapes the strategy (the old story about Hewlett Packard wanting to be the best _for_ the world, not the best in the world). And culture, because it makes the business of aligning incentives, learning, and ‘buy-in’ so much less difficult: they flow from it, sometimes in the shape of guiding principles, that also connect culture to strategy. .
“It is hard enough to change and totally stupid to go through the pain of change when one gets rewarded to stay the same!” Love this. Thank you, Rishad.
I really enjoyed this. Accomplishing hard things is hard. Getting others to work together to accomplish hard things is even harder! To mobilize a group of people to accomplish hard things you must motivate them to work through the pain, think critically, challenge convention and become the best versions of themselves. Incentives and rewards are so important.
Great thougts! Would agree with it 💯, the challange is how do you redesign and mix the old and new thinking besides incentives! Taking a lesson from geography when hot current and cold currents meet there is fog...how do you clear the fog...
Thank you for another insightful article. I also believe that the leadership is responsible to genuinely convince & motivate everyone in the organization to be committed to the change by clearly articulating its benefits for everyone. There needs to specific & clear objectives that are measured regularly & adjusted at various levels of the organization. Transparent & candid communications about the impact of change (positive & negative) strengthen trust & active participation.
I’d say that vision and culture ought to be somewhere in this list. Vision, because it shapes the strategy (the old story about Hewlett Packard wanting to be the best _for_ the world, not the best in the world). And culture, because it makes the business of aligning incentives, learning, and ‘buy-in’ so much less difficult: they flow from it, sometimes in the shape of guiding principles, that also connect culture to strategy. .
“It is hard enough to change and totally stupid to go through the pain of change when one gets rewarded to stay the same!” Love this. Thank you, Rishad.
I really enjoyed this. Accomplishing hard things is hard. Getting others to work together to accomplish hard things is even harder! To mobilize a group of people to accomplish hard things you must motivate them to work through the pain, think critically, challenge convention and become the best versions of themselves. Incentives and rewards are so important.
I look forward to reading more from you!
Great thougts! Would agree with it 💯, the challange is how do you redesign and mix the old and new thinking besides incentives! Taking a lesson from geography when hot current and cold currents meet there is fog...how do you clear the fog...
Thank you for another insightful article. I also believe that the leadership is responsible to genuinely convince & motivate everyone in the organization to be committed to the change by clearly articulating its benefits for everyone. There needs to specific & clear objectives that are measured regularly & adjusted at various levels of the organization. Transparent & candid communications about the impact of change (positive & negative) strengthen trust & active participation.