Organizational Execution: A 4-Step Process

What are you trying to be as an organization?

Summary
Transcript

Ivo Philbert, vice president for external relations and special projects at The Jackie Robinson Foundation, helps organizations achieve their vision with a clear four-step process that covers strategy, process, people and performance.

“We start with a conversation,” says Ivo. "What are you trying to do? Where are you trying to go? What are you trying to accomplish? What are you trying to be as an organization? How do we get there?"

Watch the video to learn more about the process and what it can do for your organization.

So I approach organizations with a four-step process. That's really talking about strategy, process, people and performance, okay?

When I approach, we have that conversation like, "What are you trying to do? Where are you trying to go? What are you trying to accomplish? What are you trying to be as an organization?" Then certainly in the process, then, "How do we get there?"

If I come in, I truly have to first understand the organization. So I go through a discovery series just trying to understand what they're doing, how they're doing it, what successes they've had, what failures they've had and then take all of that information that I collect and analyze it to help them to start to create their strategy and process should be.

Well, the key pieces of a process that I think an organization often misses is really having individuals who are going to be accountable for the results. I think getting out of the mindset of who has responsibility but more about who has accountability because everyone on the team has accountability for the success of the project, of anything that we're doing.

Then you get the individuals who have the strength in terms of execution, project management skills, able to craft and put stuff on paper. So everyone is very clear about what needs to happen. So again, it goes back to also having the right people, having the right people in the right roles to execute. It's really understanding what are the true skillsets that we need to have on the team.

You also want to make sure you have a diversity of folks. Why is diversity important? You have people who come from different backgrounds, different thought processes and they bring different perspectives to the table. If you have that level of diversity at the table, you get a much better result in terms of execution. So that's one part of it.

The other thing is making sure you have very clearly delineated steps in terms of accomplishing that. So there's no confusion about what we have to do next. "What can we do parallel? What must be done before the next step?" So you have to be very clear about step one, step two, step three, step four so everyone on the team understands how to execute.

So I think really engaging your people, giving them the right resources, empowering them to make decisions are all critical things.

Ivophilbert

Ivo Philbert

Ivo Philbert is an innovative, energetic and experienced strategic leader with proven success in improving bottom line results by focusing on strategy, business development, people development, and image and branding.

Ivo is ...

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