Tag Archives: Balanced scorecard

Accountability is the Willingness to Have Your Performance Measured

Accountability is frequently cited as a strategic initiative success factor.Strategic initiatives reflect and are constrained by the culture, but a leader and create a “micro-culture” for the team. With that idea in mind, I offer this definition, Accountability is the willingness to have your performance measured. The practical implications are: Performance outcomes must be known. Consequences should be discussed. Transparency is valued in the initiative. Sponsor and program roles become clearer. Integrity becomes thought of as the alignment of thought, words, and actions.
Trust is improved. Continue reading

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Posted in Success Principles for Strategic Initiatives | Tagged , | 5 Comments

Balanced Score Cards and Strategic Initiatives

The leader of a strategic initiative needs to have a good understanding of the purpose and application of the balanced score card. This article overviews the four perspectives and provides four valuable questions that inform the strategic intent. Continue reading

Posted in Strategic Planning Issues for Strategic Initiatives | Tagged , , , , , , , , , , , | 4 Comments

Vice President, Director, Manager of Strategic Initiatives: Position Description Best Practices

Greg Githens reviewed a number of employment opportunities for individuals with the phrase “strategic initiatives” in the job title (and the trend is upward). Examples are Vice President of Strategic Initiatives, Director of Strategic Initiatives, and Manager of Strategic Initiatives. This article provides a snapshot of five positions and commentary on trends and omissions. Continue reading

Posted in Competencies of Strategic Initiative Leaders, Examples of Strategic Initiatives, Program & Portfolio Management, Success Principles for Strategic Initiatives | Tagged , , , , , , , , , , , , , , , , , , , , , , , , , , , | 8 Comments

Strategy is a Boundary-Spanning Activity

Greg Githens explains how leaders develop the strategic initiative execution plan by integrating concepts. Vertical connections are done through metrics and horizontal connections are a search for strategic synergy. He explains a pitfall of many strategies, which is to focus on the solution rather than the problem or opportunity. An example is provided for Human Resources strategy. This post describes Step 3 of 4 for interpreting strategy documents. Continue reading

Posted in Interpreting Strategy Documents, Strategic Planning Issues for Strategic Initiatives, Strategy Coaching and Facilitation, Useful Practices & Management Tools | Tagged , , , , , , , , , , , , , , | 6 Comments