Purpose / People / Process / Performance

As we go through changes when a business is created or reinvented is critical to reevaluate and redefine their values, vision, and mission! As this is an ever-changing process.

Many leaders stack on one vision and one vision only and they are not aware or do not comply with the changes are taking place in their environment, trends, and policies!

As a consultant, I found that the main reasons business has issues is the mindset of the leaders and therefore the process they put in place! Here is a powerful mind map to find where is the broken chain in your business. Evaluate your:

Purpose / People / Process / Performance

1. PURPOSE:

Depend on your core values and your niche what culture you wish to create? At what environment is your business operating?

What culture do you entertain? Purpose, Caring, Order, Safety, Authority, Results, Learning, Enjoyment? Or perhaps a mix of everything?

What is your “Why”?

What are your goals?

How you share your vision?

In today’s volatile world we live in you need to make short- and long-term goals and how you will achieve them! In the trends of today’s business make sure to have three months’ goals, six months goals, nine months goals, one-year goals, three years goal, and ten years goal! Print out your winning strategy that changes as the environment change! Write down your position statement! Building upon the integrated culture framework!

How the needs of your consumers drive their choices in today’s market?

How you inject inspiration to drive customer-focused innovation in your organization?

2. PEOPLE:

What personality traits you have so you hire people that align with your vision and mission and support growth?

I’ve seen many businesses that make the mistake of trying to hire people with great credentials, however, they do not align with the company mission and vision! Hire someone with the attitudes that comply with your company mission.

The external environment can shape the cultures of the organizations in which we work, but we all have our own individual work styles. It can be informative to take stock of how our own work styles mirror or differ from regional culture patterns.

First, ask yourself the following questions:

What are my competencies?

What are my leadership styles?

Do I love what I am doing?

What are my weaknesses?

What are my blind spots?

Do I have a consultant or adviser?

What is my competitive advantage?

How can I serve my customers better?

How I create trust within my team and my customers?

Second, analyzed how people interact with one another. In other words, examine whether people are inclined toward independence or toward interdependence.

Use the art of communicating risk gather appropriate information, provide feedback, continuedly to inspire your team by leading by your example and how you share values that will accelerate your business. Give your “A” players a chance to shine as it will accelerate your business.

3. PROCESS:

As the pace of digital transformation in the workplace accelerates, the next decade will pose challenges for employees as they are pushed more quickly into different types of jobs and teams. Skill demands are changing so rapidly, that even when a company lays out what it requires now, by the end of the year that will look quite different!

Do you have what it takes to be competitive?

What are the essential skills that workers will need to navigate a changing work environment — and flourish in the next decade?

What is our responsibility to our workforce, especially given future-of-work implications?

How do you leverage data and technology?

What are our aspirations for inclusion and diversity?

What is our responsibility for societal and sustainability issues involving our business, and beyond your business?

What are our responsibilities regarding participants in your product, supply, and value chains and their impact on your customers?

What are the current technological, economic trends and how do you readjust your approach and help your business to progress achieving your goals?

Be passionate about using media, communications, and events to create inclusive spaces.

Create a handful of strong connections is better than a bigger group of weaker acquaintances.

4. PERFORMANCE:

Creativity will become one of the most in-demand skills and will cut across many sectors and industries.

Look for people who can work with technology and make the best use of their creativity. People who have expertise in interpersonal skills and who are empathetic will be in demand in a transforming workplace.

You will need to develop yourself, but you will need to develop your managers and employees at the same time.

Measure results with transparency and accountability. Involve your team to take ownership. Ask a question to reinforce expectations and alignment and appreciate people’s commitments.

Coaching and mentoring will also become a core part of managing changing teams effectively and make sure your employee’s wellbeing.

Employers are looking for high emotional intelligence — the ability to communicate and collaborate in an ever-changing world!

Employees will need to improve how they take care of their professional brand online because it will become increasingly competitive to stand out in the digital marketplace, especially if people no longer meet regularly.

Depend you’re your company culture, observe how people respond to change by being flexible or looking for stability and how they interact with one another and customers.

As we know high-performance culture use strategy for breakfast so the following steps are must check every day!

Cooperation

Peer Coaching

Negotiation

Use Mediation

Conflict Resolution

Think “WE” not “ME”

Not taking these factors into consideration is one reason so many local or global business expansion efforts fail.

Let me know how I can add value to your life and business!

Desi Tahiraj Consulting Inc.

https://desitahiraj.com/book-in-a-call/

https://www.linkedin.com/in/desi-tahiraj/

September 27, 2020