Strategic Execution

Having A Great Strategy & Business Plan Is One Thing…
Achieving It Is Another.

The ability to translate strategy into action is what sets apart great CEO’s, from average business owners… It is also a deciding factor between a business thriving, and just surviving.

Having clear goals (the WHAT’s) is important, but the mechanisms (the HOW’s) to facilitate their achievement via the people within the business are equally important.  Strategic execution focuses on having a clear implementation plan to define the activities, responsibilities, and processes necessary to achieve business objectives.

For simplicity, it is broken down into two key areas:

  • People
  • Processes / Systems

Even with the best accountability processes and project management systems to clarify decision-points or actions the company needs to take, if the people are not aligned and motivated to support the strategy, little will be achieved.

Strategic execution therefore combines two very different areas to deliver a motivated, measured, and well managed team ready and willing to deliver the objectives of the business. 

The leader that can successfully leverage their capabilities in both areas is the one that can effectively translate strategy into action.





Your business has always planned well, but you seem to be rolling a few strategic objectives into the following year 


You have a great rapport with your people, but your business doesn’t have the systems and processes in place to keep things moving forward


Everyone in your team knows what they need to do, but you would like to ensure everyone is moving in the same direction at the same time


There is confusion over who is responsible for what, or there are multiple people working on the same activities creating inefficiencies


Our strategic plan is a document – that’s as far as we have gone with it, so we need some help to get started with execution…


We’re looking for a way to help our leaders build their strategic execution, and project management skills


We are looking for a way to bring our team on the journey so they understand the strategic plan better, and want to hit the goals we set


We’ve taken on a new business and have developed a really optimistic strategic plan.  We have to get the foundations right for our implementation plan, and wanted an external review of it.


Step 1 –


Have you ever heard the saying ‘Culture Eats Strategy for Breakfast’? It’s a common term that has been proven true year after year. To optimise your outcomes all members of your implementation team must be working together towards a common goal, with clear behavioural and process expectations, and consistent leadership. Sounds easy? We’ll show you how to bring the team on the journey, communicate the ‘Road Rules’ effectively, and ensure everyone gets off to a great start.

Step 2 –


‘Failure to execute‘ is reported as one of the most common failures of CEO’s and Executive Teams around the world. A causal link exists between how connected employees are to the business, and the level of accountability established.  In assessing your business, one of our first questions will be ‘Does everyone understand their role and responsibilities?‘. If the answer is only a partial yes, it indicates a need to clarify the next steps forward for everyone, and what you expect from them.  If there is a mismatch between your culture and your plan, there is even more work to be done. 

Step 3 –


Each stage of your implementation plan will be dependent on the effective and timely completion of the one prior.  By pulling together the above, you provide your team with clear picture of what needs to happen, by when, and why.  Add to this a well thought out schedule and clear prioritisation rules, and you have the recipie to help them respond more effectively when roadblocks are encountered, place additional focus on lagging activities, and allocate resources more effectively across the duration of the plan.

Step 4 –


What we can measure, we can manage.  By establishing reliable systems to track the progress of each individual and activity within the implementation plan (without making their life harder), you can maintain an up to date over-view of what is happening, without getting under anyone’s feet or missing any important delay signals.  Structured methods of providing group updates and sharp meeting discipline all form part of the rhythm keeping the team organised, accountable, and free to make the right decisions.

Step 5 –


Despite the best laid plans, sometimes the external environment changes necessitating a review of what really matters.  Are those top three objectives still critical, or have the goal posts changed?  Have the completed activities achieved the objectives they set out to, or did we miss the mark on their effectiveness?  Regular review of the implementation plan not only avoids end-of-year embarrassment, it also promotes a culture of constructive feedback, process improvement, and flexibility.

  • Provides your team with clear, actionable steps and timeframes
  • Increases engagement and alignment, supporting your business objectives
  • Provides a clear picture of how key activities and people are progressing
  • Establishes a clear accountability & responsibility framework
  • Delivers projects – on time, on budget, and within scope – every time
  • Removes bottlenecks, increases autonomy, and empowers teams
  • Provides data to drive decision-making, resourcing & corrective action
  • Provides an early warning signal for failing initiatives or struggling teams
  • Measures outcomes so you can build on what’s working, and omit what isn’t
  • Reduces costs by removing duplication, confusion, and inefficiency
  • Contributes to the growth of a profitable, scalable, and saleable business
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