How clear is your organization?
How simple, how natural have you made it for each member of your organization to contribute? How much transparency, accountability and reciprocity have you built into your organization? Does each person understand their top 5 metrics - weighted by strategic impact? What if they did? What would that do for employee productivity? And what would that do for employee morale?
How clear is your team?
How simple, how innate is it for your executive team to communicate, relate and perform? Does each member of your team know their #1 value add to the company and their greatest obstacle to accomplishing that? And, similarly, have they each identified their most valuable contribution, as a functional area, to one another? Do they agree about those? Do you? What if they did?
How clear are you?
How simple, how native is it for you to perceive, to think and to act with the awareness that today’s environment requires? Do you have a clear understanding of your most important goal and role and the 3-5 things critical to achieving it? Does your team and your organization share that understanding? Do they agree with it? What would change if they did? If you did?
Getting clear about these things and creating innate strategies is not difficult – if you use the right tools. And getting to agreement doesn’t have to be controversial – it can actually become a learning platform – for the team and for the organization. And it doesn’t take months to get started – just a few weeks – if you ask the right questions.
Getting clear speeds decision making. Getting clear simplifies action and accountabilities, which, in turn, builds trust. Getting clear and creating simple solutions infuses your actions, your people, your partners and your stakeholders with trust - in your leadership and in your organization.