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WEBINAR3 Proven Methods to Optimize Your
2018 Strategy and Goals through Culture and Employee Engagement
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Meet the Speakers
Tanya Bakalov, Founder & CEO, BetterSkills, Inc.
Tanya Bakalov is the Founder and CEO of BetterSkills, Inc., a Boston based SaaS company that provides a dynamic next generation solution for organizational visibility and employee engagement. Prior to founding BetterSkills, Bakalov’s career included a variety of leadership roles in business operations, go-to-market strategy, corporate development, organizational hiring, SaaS and enterprise, and software solution selling. Tanya was named a Silver Stevie Award winner for Female Executive of the Year in 2014, UDE Alumni Excellence Award winner for 2016 and the prestigious E&Y Entrepreneur of the Year Award winner for 2016.
Tanya BakalovSpeaker
Joe KrauseModerator
Joe Krause, Director of Professional Services, AchieveIt
Joe is responsible for empowering AchieveIt clients to execute their plans. With a consultative strategic planning background, Joe has worked with clients to execute over 1000 strategic, operational, and project plans. Throughout his four year tenure at AchieveIt, Joe has experienced, first-hand, the pitfalls organizations experience during the execution phase of their strategic planning processes and is passionate about helping teams drive toward successful
business outcomes.
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Slides will be sent via email in 1-2 days
Recording link will be available on demand
There are dial-in only participants
Type in the Questions Panel
Share on Twitter @GoAchieveIt
A Couple of Housekeeping Notes
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WEBINAR3 Proven Methods to Optimize Your
2018 Strategy and Goals through Culture and Employee Engagement
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How to…
1. Ensure Your Goals Are Aligned to Strategy
2. Evaluate Your Team’s Skills
3. Motivate Employees Through Peer Recognition
3 Proven Methods You Will Learn Today
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BetterSkills Mission
We believe people who are seen, heard and valued drive organizational success.
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Case Study:
How to Approach Strategic Planning
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Case Study
Vision(Mission)
Strategy
Plan
Compelling Simple
A corporate “roadmap” to achieve our vision
Long term statement identifying a market position you intend to own
Functional & financial plans to achieve the first phase(s) of our strategy
CrispDefines choicesPhased
ObjectivesKey ResultsOperational Alignment
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Critical Strengths
Resources or capabilities that the company has or has developed
Examples:Strong Customer BaseGlobal Sales Footprint
Culture
Critical Weaknesses
Resources or capabilities that the company lacks or does not have enough of
Examples:Product or services risksLack of Partner leverage
Critical Opportunities
Trends, forces, events and ideas that the company can capitalize on (Not fixing weaknesses)
Examples:Increase Value
Account ExpansionMove into mid-market
Critical Threats
External factors that can jeopardize the company
Examples:New Entrants (start-ups)
SWOT Analysis
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Method #1:
Ensure Your Goals Are Aligned to Strategy
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Setting Goals at employee level that support strategic plans
Use a methodology that your organization is comfortable with:
• MBOs (Management by Objectives), KPIs (Key Performance Indicators)
• S (Specific) M (Measurable) A (Achievable) R (Realistic) T (Timely) Goals
• OKRs (Objectives and Key results)
• ’s research shows that “organizations that make it easy for employees to set clear goals and have ongoing management of those goals were four times more likely to score in the top 25 percent of business outcomes.”
Goal Setting
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What goal management methodology does your organization currently use?
a) OKRs
b) MBOs
c) KPIs
d) SMART Goals
e) None of the above?
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• OKRs is a goal setting framework for employers and employees to discuss how the work of an individual employee is connected to the overall business strategy.
• Developed by Andy Groves at Intel and modernized by one of the legends in the Silicon Valley, John Doerr from Kleiner Perkins.
• John Doerr introduced OKRs at Google and they have used them ever since.
So, what are Objectives and Key Results (OKRs)?
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Transparency, Teamwork and Trust
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Example: Marathon
• Objective– Run the 2018 Boston Marathon
• Key results– Find a training coach/team
– Run 5 miles every day the first 3 weeks
– Run a half marathon by week 15 of training
– Run 21 miles two weeks before marathon
– Eat healthy consistently throughout training, including appropriate carbs
OKR Example
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Successful Companies Managed by OKRs
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1. Create 3-5 clear, specific and measurable goals that can be answered with Yes or No at the end of the time period
2. Set a time period for accomplishing the activity - daily, weekly, monthly or quarterly. If it’s a project, break it down into parts that you can accomplish within the time frame.
3. Depending on methodology, decide if you want the goal to be aspirational or realistic.
4. Decide if goals will be transparent or private.
Employee-Friendly Goals
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What tools are you currently using to implement your plans?
a) Spreadsheets
b) A specific goal-management platform
c) Nothing
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Managers Are Your AmbassadorsYou have a strategy based on company goals, WHO is going to carry out this
strategy? - YOUR PEOPLE
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• Follow the Vision ------Strategy--------Plan--------Report
• Metrics driven (Goal Methodology that best fits your culture)
• Clear owner assigned to each function and reporting
• Set staff meetings as well as employee 1:1
Build a Plan
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Method #2:
Evaluate Your
Teams’ Skills
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People Visibility
Without visibility,strategy falls flat
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Does my team have the right skills?
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Method #3:
Motivate Employees Through Peer Recognition
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Peer to Peer recognition fosters collaboration and engagement
69% of employees would work harder if they felt their efforts were better appreciated**
What Gallup found from a survey of 1.4 million employees is that the top 25% most engaged teams experienced a double-digit advantage in the following areas:
• 25% lower turnover (in high-turnover organizations)
• 65% lower turnover (in low-turnover organizations)
• 37% lower absenteeism
• 20% higher customer metrics
• 21% higher productivity
• 22% higher profitability
Engaging Your Team to Deliver Results
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4. Simple and do it often
1. Specific Recognition
5. Tie to mission/values
3. Share stories2. Peer to Peer
Five Best Practices of The “Thank You” System
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Benefit:
This creates a culture of “doing the right thing.”
1. Recognize people based on specific results (OKRs) or Problems Solved
How to do it:
Give employees an award not just for good overall work, but reward them for completing a specific action. For instance, congratulate an employee if they showed exemplary customer service when a particular problem occurred.
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Benefit?
Employees surveyed claimed they feel more satisfied when recognized by peers compared to leaders.
Peers better understand what fellow employees are going through, so their recognition is more meaningful.
What are companies doing?
Use cloud-based platforms that allow employees to gift each other rewards points on a public leaderboard so everyone can see each other’s accomplishments.
2. Peer to Peer Recognition – Not Top-Down
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Power of “story telling”
When someone does something great and is recognized by their peers, the whole company is promoting these better behaviors and results.
This also helps boost company moral as employees see other employees working hard to create growth for each other.
3. Share recognition stories!
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Most successful programs have budget for each department to give peers $ or points to give to peers.
We give high fives.
4. Make recognition easy and frequent
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Benefit?
“Thank You” awards that are aligned with a company’s core values – such as outstanding customer service, innovation and teamwork – have the power toreaffirm positive behavior that organizations want its employees to enact.
General bonuses do not reinforcespecific behaviors that companies want its employees to focus on.
Who else is doing it?
Deloitte and Intuit have recognition programs which focus on each company’s missions and goals.
Both programs have proven to be highly successful.
5. Tie recognition back to your company values and goals
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Psychology of Recognition
Bersin’s research shows that 83% of companies studied suffer from a deficit in “recognition” and are underperforming compared to the companies embracing a culture of “thank you.”
Studies show recognition has a physiological impact on performance.
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Reports and Insights
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How to…
1. Ensure Your Goals Are Aligned to Strategy
2. Evaluate Your Team’s Skills
3. Motivate Employees Through Peer Recognition
3 Takeaways from Today
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Check Us Out
See it in action: www.betterskills.com
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Slides and Recording will be sent via email in 1-2 days
Share on Twitter @GoAchieveIt
Type in the Questions Panel to participate in our Q&A
A Couple of Housekeeping Notes
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Solving the Challenges of Strategy Execution
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Food for Thought
Less than 10% of strategies formulated are effectively executed.
70% of the time the real problem isn’t bad strategy. It’s bad execution.
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The Problem
People Plan
Process
Execution Takes All Three
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What Drives Execution?
4
DRIVERS
OF
EXECUTION
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Visual Alignment
Qualitative Context
Big Picture Visibility
Streamlined Updates
Purpose-Built for Execution
Current Tools Don’t Enable Drivers
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P U R P O S E - B U I LT S O F T WA R E
B E S T - P R A C T I C E E X P E R T I S E
H A N D S - O N G U I D A N C E
Want to Know More?See it in action: www.achieveit.com/demo
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Q&A with Tanya
Tanya Bakalov, Speaker
Founder & CEO
BetterSkills, Inc.
(857)-263-3936
Joe Krause, ModeratorSenior Strategy ConsultantAchieveIt(800) [email protected]
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Upcoming Events & Resources
Webinar >> The Intersection of Strategy Activation and Plan Execution:
4 Keys to Change Management in 2018
Thursday, November 16th at 1 pm ET
REGISTER:
https://www.achieveit.com/resources/webinars/
Follow us on Twitter @goachieveIt