CEO

E.O.W (End of the Week) Notable Tip: Decision Making

Happy Friday! I hope you are all doing well.

I’ve been currently reading, “Business Adventures” by John Brooks and am fascinated by Xerox’s culture during the late 1940s. I learned that employees put up their mortgages to ensure the success of the company. Will your employees be willing to do that for your company?!

Nevertheless, today’s E.O.W Notable Tip is about how to make quicker informed strategic decisions. Like always, remember, “Success is continuous improvement!”

 

“To reduce the decision making cycle time opt for collaborative discussions and brainstorm sessions, create a small team of key people from each department ( 4-5 max) and ask them to create industry and customer value maps with a competitive analysis comparison with recommendations per insights gathered, visually display these maps to the whole team and have them vote for the best profitable strategy that suits your company’s current capabilities.”

Culture Engagement Starts with Top Management

Creating a Word or PowerPoint Culture reference material and distributing to employees on on-boarding day and briefly talking about it in your Monday morning meeting because you feel your employees are not “getting it” is not going to drive any significant results. Human Resources is not the captain when it comes to engaging employees in the company’s culture. Culture is top management responsibility.

Effective leaders are known to practice and support their culture on a daily basis. They integrate visual controls and visual KPI Metrics so that quality, productivity, cost goals and objectives are visibly clear. To quote Dwight Eisenhower, “They never listen to what I said; they always watch what I do.”

For example, if a Procurement Manager sees the CEO ignoring client calls when the culture document states, “Serve the Client”, it would now seem that the culture document is void because the CEO is not practicing it. The Procurement Manager now thinks its okay to ignore vendors/clients because the CEO does.

Leaders should engage with their employees everyday instead of only appearing when there is a problem. By actively participating in all the departments of the company and listening to employees, leaders can use the Voice of the Employee to identify bottlenecks and improve overall employee satisfaction. They also include all employees in the decision-making process by making strategic plans visual and accessible to all employees; and ensure their actions correspond with the company’s written vision and mission statements.

The fault lies with leadership when the employee does not know what she/he is supposed to do, does not know what is expected of them, has no means to assess if the work is being doing properly, nor has the authority or means to correct the process when something is wrong. Effective leaders know the importance of translating the vision and mission of the company into daily activities. They set realistic goals for their employees and provide timely rewards to those who meet them. And offer educational and training opportunities to enhance their employees’ capabilities.