Category Archives: Strategy

Strategy is simply the process of working out where you want to be and how you are going to get there. It takes account of the environment you are operating in and the terrain you will need to navigate, the resources you have and what you will need to acquire and it takes account of your values and culture.

All about you (me)

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The 5th blog challenge is titled ALL ABOUT YOU and is our opportunity to explain why we chose our blog title and what it means to us.

The title of my blog is the title of my website, which is the name of my business.  When I first decided to set up my own business, I spoke to a colleague who had already set up a consulting business.  One of his comments was that people struggle to implement stuff. So the seed was sown. I had skills in implementation – putting plans in place and working out how to achieve them.

To implement is to carry out, to put into action

Many organisations struggle to implement their strategy or their ideas.  There are time pressures, resource constraints and sometimes its just plain old procrastination. External support can help to clarify what needs to be done, provide a reality check about what is achievable and act as a sounding board when things get started. 

What plans and ideas do you have that are yet to see the light of day? Asking someone to help may just be what you need.

Toot your horn

The second topic in our blog challenge is Toot your Horn. We are instructed to talk about our favourite thing about ourselves.

I am proud of the work I do with Implement + Associates. As a very small business I can’t point to money as a measure of my success, but I can point to the success of much of the work that I do. So what am I good at?

  • Finding structure and simplicity in complex situations
  • Conveying that structure and simplicity in a way that is easy to understand
  • Facilitation that gets the ideas and concepts out of your head and into a format that can be articulated to others
  • Taking those ideas and concepts and making them tangible
  • Inspiring you to take the ideas to the next step
  • Having fun while I am doing it

What are you most proud of in your business? Do you articulate it to your team?

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Quote me

 

“When the door closes, climb in through a window”

I have no-one to attribute this quote to, but when I came across it many years ago I loved it as a way of saying never give up, there is always a way.

In organisations it can seem like we are always in problem solving mode. Sometimes the barriers seem insurmountable. But if something is worth doing, you can find a way to do it.

Good problem solving will help you find the window to climb through. Some steps to help you :

  • make sure you clearly identify what you want to achieve
  • be honest about the barriers or challenges you need to overcome
  • think about who can help you
  • redefine the time-line to give you breathing space to break down the barriers
  • identify incremental, manageable steps to achieve the desired outcome
  • celebrate your milestones to stay motivated and never give up.

There is always a way to achieve what you want. It may take more work than you imagined, or take longer than you would like; but if you truly want to achieve it, you will find that open window.

 

To see other blogs in the challenge click here

 

Unfurling HR – conversations for change

koruLast week I attended the Unfurling HR Unconference organised and facilitated by Amanda Sterling of NZLead. The fern was used as a metaphor for unfurling, unravelling and re-positioning the people and culture related disciplines in organisations. It was an inspiring and motivational event and I have included links to other blogs with feedback about the unconference below.

I participated in discussions about leadership, personal development and the internal brand. As a consultant I couldn’t resist putting my feedback into a stop-start-continue format with suggestions for organisations and HR.

  Organisations could…. HR could….
Stop
  • Leaving all the people stuff to HR
  • Leaving all the compliance stuff to HR
  • Creating a consumer brand disconnected from the employee experience
  • Tolerating poor people management practice
  • Taking on all the people stuff
  • Taking on all the compliance stuff
  • Creating employment brands
  • Tolerating poor people management practice
Start
  • Ensuring all managers are trained how to manage people
  • Supporting personal development for all staff from day one
  • Supporting a culture that is living the brand inside as well as outside
  • Developing leadership across the board
  •  Facilitating processes to ensure all managers are well trained
  • Facilitating personal development plans for all
  • Collaborating with marketing and others to develop the culture that supports the brand
  • Identifying leadership qualities that support the culture
Continue
  • To look for better ways to do things
  • To collaborate with HR to create stronger organisations
  • To recognise the knowledge and experience of their people related teams

 

  • Having challenging conversations about doing things better
  • To learn about the business and how they can best add value
  • To learn from each other and share knowledge widely in their organisations

Thoughts from other attendees- #unfurlingHR created a lot of food for thought.

Amanda Sterling – Reflections from #unfurlingHR – what next

Megan Borrie – #unfurlingHR – Baking these things in

Richard Westney – Off the beaten Track

Angela Atkins – #UnfurlingHR

Vaughan Rivett – Attending my first unconference

Jonathan Hagger – One quick recap

PS- this event will inspire at least one more blog from me,  so watch this space.

Exploring the possibilities of social media

Screenshot_2014-01-21-20-06-09I have been using social media for a few years now, learning and exploring the possibilities. Initially, like many people, I saw twitter as a bit frivolous, FaceBook as too uncontrollable and LinkedIn a bit staid.  But, I had read enough to tell me that as a small business I should be thinking about social media marketing.

I began without much of a plan. I knew I had to be business-like and that I had a lot to learn. I was very lucky to get some great advice early on from Sonya at Cue Social Media about how to engage better.  And then I just practised, tried things out, read lots of articles, observed what others did, observed the reactions to what I did, took a few risks and figured out what worked for me personally and for my business.

My facebook page still hasn’t many “Likes”, I don’t think that is the perfect medium for me and my business, but it’s there and serves a purpose when I want to share business related stuff. LinkedIn has grown and I have learnt to use it to promote myself and what I do.

But I have discovered my all time favourite, the one that fits me like a glove, is Twitter.

Why do I like it?

  1.  I like to talk
  2. I can get a bit passionate about some things (some would say opinionated)
  3. I like to understand all sides of a story
  4. I am an open person and am generous with my knowledge and my time
  5. I love to learn
  6. I really like meeting new people
  7. I’m not fazed by “what” people are- I respect you for who you are as a person
  8. I advocate for what I believe in
  9. I support my friends
  10. I connect people and create networks

These attributes make twitter perfect for me as an individual.  I also believe twitter is perfect for organisations to encourage their people to engage with others; to learn, advocate, find out what their public think, listen to other points of view and generally have great conversations that will ultimately create richer workplaces. The open nature of it is not something to be scared of, if you are clear about what you want to achieve and then trust people to make good choices. There will be people like me in most organisations; those who see the possibilities, embrace the learning and understand the risks.

Finding the HOW is part of the journey. Some will have achieved great things already, but for many it will be a frightening prospect.  I think it is well worth organisations spending  time thinking about the possibilities.

Who is ready to come on the journey with me?