Executives trying to explain poor performance frequently seem to hide behind excuses like "supply chain challenges," "economic or market pressures," and "operational issues." In consistently poorly performing organizations, such justifications are a ruse for poor aggregate leadership. Yet in organizations where performance expectations are being met or even exceeded, year-end reviews often find missed opportunities to reach even better outcomes. Why?
There can be any number of issues that were misread or missed by members of the executive or senior leadership teams. There may also be inherent process, structural or cultural factors that keep good organizations from being great, and great organizations from becoming even better.
The enVision Alignment™ process contains three steps to help uncover and address these issues:
- An electronic survey of each member of the executive team, focusing on nine major aspects of organizational performance that influence and sustain high performance;
- Follow-up personal interviews with each executive; and
- A team feedback process to the full executive team, which reviews the data that have been collected and helps the team create prioritized action plans through a facilitated process.
The results are actionable items that have been committed to by leaders through their input, review and assessment...a powerful process of analysis and ownership.