I have loved this quote since I first heard it 15 years ago at a conference:
If we’re not getting more better faster
then they are getting more better faster,
then we’re getting less better
or more worse.
— Tom Peters
Ideas are simply that, “Ideas.” The key to success lies in effective implementation. It is the same with corporate strategy implementation.
Research by my old Singapore pal, Robin SPeculand, shows that 90% of all strategy implementation programs fail. It is an issue of identifying the strategy and then having the ability to implement it. BOTH are obvious requirements but not everyone is good at all things. And failures to successfully implement are quite costly, since they tend to move into “organizational memory,” making future efforts even more difficult. Awareness is important, but so is executive leadership behavior!
In most organizations, people find that their managers will put the NO in innovation, roadblocking their individual efforts to make improvements. Take this simple statistic as proof: A Sirota Survey of 2007 found that 85% of employees say their morale declines significantly after spending 6 months on the job. (And, 2007 were the good old days when it came to employee engagement and morale, it appears. If anything, things have gotten much worse with initiatives such as “Job Enlargement” being more common these days.)
Take a look at this data from an article by Les Leopold:
On the one hand, productivity is improving. On the other, the compensation has not been increasing and the pin seems to have hit the balloon in the American workplace as well as elsewhere.
A desk is a dangerous place from which to view the world.
And there are broad issues of employee engagement and morale operating in most organizations these days. So it would seem obvious that there are some positive leverage points in the workplace that we can use effectively to improve how things are working to improve performance and morale and take a competitive advantage with new business strategies.
The real key is the successful implementation of ideas, either from the view of the entrepreneur or the manager looking to improve performance. If the senior managers have good ideas, they can generate involvement and engagement from their management team on designing successful implementation strategies. This is a tool for employee engagement as well as a way to improve organizational performance and long-term competitiveness.
For almost 20 years, I have been using a simple cartoon to describe how organizations really work — it is an inkblot for leading discussions as well as a metaphor for how things tend to roll along.
Consider that we are using a wooden wagon. A leader is pulling with a rope and people are behind the wagon, pushing it forward. It is rolling along on wooden Square Wheels, but with a cargo of round rubber tires.
Someone in a workshop once said, “Those who do have no clue. Those who lead miss the need.” I think that describes the reality – the view at the back of the wagon (boards and hands) is different than the view at the front. The hands-on people KNOW that things are not working smoothly but have no ability to make the changes. The wagon puller is focused on meeting current goals and there is little time to stop and chat.
The round wheels already exist. In most organizations, the exemplary performers are already doing things differently and their sharing of best practices would be beneficial, if only we had the chance to stop, step back from the wagon, and discuss issues and opportunities.
I successful entrepreneurial businesses, you can see that the good idea(s) are shared with the people and that there is an engaged and involved workforce working to make those ideas a reality. This is the essence of entrepreneurial leadership, IMHO. It is really hard to go it alone, even when your idea is “most fabulous.” You need others to share the vision (and perspective) and to have a sense of ownership and involvement to generate the motivation and peer support to succeed.
Last key point: Nobody ever washes a rental car.
Without a sense of ownership involvement, it is not likely that people will be motivated, and thus the many issues around implementation and rollout of those good ideas will be roadblocks instead of challenges.
The Round Wheels of Today, are the Square Wheels of Tomorrow.
There will always be opportunities for people to implement and sell better ways of getting things done and improving performance. It is really about wheels and about people…
so, “Don’t Just DO Something, Stand There!”
Step back from your wagon, scan the issues, and look for things that could be done differently. Then, involve and engage others in discussions about how to do things differently and how to implement these ideas.
See more on this at http://www.SquareWheels.com and see toolkits of illustrations at http://www.PerformanceManagementCompany.com
For the FUN of It!
Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant. Connect with Scott on Google+ – you can reach Scott email@example.com
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