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Stephen Wise Blog

Integration Professionals. We dramatically improve traction.

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How to be a great leader

Colin Powell, the retired US Four-Star General says to remain calm and be kind. He also has a rule - to have a demanding vision. Vision, he says, is our destination.

  1. Have a Vision of the future

Vision, what is it? Where do I find it?

Vision is not “Establishing vaccination guidelines and agreements, activating a network of furloughed retail workers, and implementing a military supply-chain technology for transportation and storage.” That is the strategy.

Vision is not “Vaccinating all the citizens against COVID by September 2021”. That is a goal, that will be driven by the Strategy.

Vision is higher than that. Vision is not something that exists today. It is something that is imagined that could be created in the future.

Developing a compelling vision is done by looking into yourself. What are your beliefs? What do you believe is possible? Figuring out who you are, why you are here, and what is most valuable to you.

Cultivating vision is a process. It does not emerge during an off-site, or from reading leadership philosophies, or watching an inspiring movie.

To be visionary you need to set aside significant time to percolate these questions.

2. Provide Clarity of desired results

Bruce Lee may have said, “The successful warrior is the average person, with laser-like focus.” Results require change. Without change there is no result. Motivating anyone to change is expecting them to work towards the unseen and unknown. At every level of challenge this is a fundamental issue that needs an answer every day.

Giving your team the answer they need is not difficult, your job is to provide clarity.

You need to communicate to your team the information they need to risk working on the unseen and unknown.

Explain to your team what is most important. Work with them so they understand why the choices made are the best choices. When the team is aligned on what is most important they will have clarity on the desired results.

 

 

 

 

  1. Demonstrate effective Decision making

Nelson Mandela said that “Action without vision is only passing time. Vision without action is merely daydreaming. But vision with action can change the world.” Standing on the shoulders of giants, I say the sum of the actions will not be productive without a robust decision-making process.

The problem with change is that, only after starting, on the way to achieving results, does the solution emerge. The detail is previously unknown on what is required, how it will come together, and what is needed. Leaders who make the mistake of communicating their vision from on high, hiring the best team, and delegating all responsibility for results will be in for a surprise.

Leaders need to reserve time to develop vision and they need to be effective at engaging others to deliver lofty goals. However, do not let go of the steering wheel and don’t look away from the dashboard.

 You need to ensure that everyone is aware of and reliant on a process for obtaining your decisions on how the strategy and goals are to being met. You need to ensure that you are aware of and broadly communicating key decisions to all stakeholders. If you miss this – you will more than likely not recognise the final product.

 

 

 

 

Questions for you, the readers.

  • What would be an example of a Vision that is supported by the vaccination goal and strategy mentioned above?
  • How have great leaders from demonstrated these three skills of Vision, Clarity, and Decision-making? (e.g., George Washington, Martin Luther King Jr., Captain Kirk)
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STEPHEN D WISE

INTEGRATION PROFESSIONALS
DRAMATICALLY IMPROVE TRACTION

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

American in Paris

Focus on Outcomes

Traction Tips

A weekly action idea to improve traction on your important initiatives by Stephen Wise.

  The new and wonderful musical, An American in Paris, is doing the rounds. It weaves multiple love stories with a Jazz and Ballet fusion leading to true love outcomes.  

Milo falls for Jerry, who's in love with Lise, who is engaged to Henri. Lise shares mutual affection with Henri but falls in love with Jerry. Jerry's friend Adam is also falling for Lise. Lise the ballerina, is oblivious she is the focal point of all the story lines. Despite the complications, true love wins out in the end. In the opening scenes of the musical Jerry sets his strategy to find and win Lise. However he gets lost, becomes indecisive, and is distracted by other interests. Has this ever happened to you in business? Getting lost in the details, uncertainty over the correct next step, or being distracted by new opportunities? Unfortunately, I see it every day. So, here is my guaranteed formula for success. 1. Focus on driving the outcomes 2. Accept Uncertainty 3. Agile Mindset

Focus on outcomes

Craft a hi-level plan. List the activities required to achieve the desired outcomes.

Accept Uncertainty

Accept uncertainty. Our ability to achieve goals proscribed in the plan can vary significantly.

Agile Mindset

Re-work your plan frequently.  Consider changes in the environment and your leanings along the way. Switch around your priorities. re-evaluate desired outcomes to reflect new realities.

Weekly Traction Action

Fuse the improvisation of Jazz with the perfection of Ballet to manage your corporate outcomes. Your weekly action: 1. Ensure all your desired outcomes have an accessible, hi-level, end to end plan. 2. Schedule regular times to evaluate whether you are on track and make course corrections to get back on track. I recommend or implement these actions all the time on client initiatives. Hopefully, it will work to improve outcomes for you too.

I love Email

Please send me an email and tell me about if you have success or trouble with this action. I’m always interested to see what can happen out in the wild.  

Stephen Wise

Integration Professionals

https://IntegrationProfessionals.com

Team Building - Competency Development

Standards for hiring and competency models for roles benefits the firm when it is time to develop competency building systems. With clearly defined deliverables and expectations for team members, developing skills and training for skill gaps becomes a more scientific and precise process, preventing waste in training expenditures and misunderstandings about the purpose and potential of training programs. Competency models and standards help employees and employers alike with developing meaningful career plans and career paths. Building proficiencies for success in current and aspirational roles provides workers with direction and motivation for continuing the employment relationship, a key incentive when companies are competing to maintain their talent pools.[1] With quantifiable performance standards, companies can also separate truly high performers from other staff members, allocating development and training dollars where there is the greatest potential for long-term returns on the development investment. These competency models need not be static entities. Instead, once standards have been put in place, it lays the foundation for a continuous improvement model. Both organizational and individual performance standards can be upgraded and enhanced with time, ensuring that the organization remains on a path to growth, market leadership, and competitiveness.[2]

[1]  Federal Acquisition Institute.  “FAC-P/PM Competency Model”.  Retrieved August 5th, 2011 from:  http://www.fai.gov/pdfs/FAC-PPM%20Competency%20Model.pdf
[2]  PMI.  “Project Manager Competency Development Framework – Second Edition.”  PMI, 2007.

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