A strategy can be formed in many different ways. But the same is also true for the execution part. Background, history and cultural elements will influence the way strategy is executed.
BE EXPLICIT
A top team needs to be explicit in the desired leadership style and the type of leaders needed to execute the strategy. For example: a hands-on management versus a more distant management. In particular, the level of freedom given to the different business units, countries or department needs to be agreed upon, as it is bad practice to allow a certain management approach in one area and another somewhere else.
DEFINE ACTIONS TO GET IT RIGHT
And when the desired leadership style isn’t the pre-dominant style that exists today, it’s important to reflect and define the action to get it right.
Here are some of the questions a top team needs to answer:
- What’s the leadership behaviour we are looking for?
- What does winning behaviour mean and how can we make it concrete in all areas of our business?
- How are we going to measure success?
- What will our role be as a corporate citizen; what is our social responsibility?
- How much freedom to act do we give our managers?
