Roy's Blog

April 26, 2012

What happens when you have a powerful strategy hawk?

There is nothing more important than execution in determining the success of an organization.  Get your plan just about right; execute it flawlessly and you will win.

No question about it.

So who owns execution? Generally since many functions share in the responsibility to execute the plan it rests with an executive team. But it needs an owner.

It needs single finger accountability to ensure that it gets done. Shared responsibility, however noble, is simply not up to the task.

Enter the Strategy Hawk.

Strategy hawk

This is a role deserving of a person with superior currency in your organization; someone who is respected and viewed as a go to person when results are expected.

Tenacity perseverance, passion and energy are all apt descriptors of the Strategy Hawk.

This person is handed the reins to ensure that your strategic game plan is executed to the letter of the law.  He or she is empowered to do whatever it takes to see that the plan is executed as committed to by all stakeholders.

The job description of the Hawk looks like this:

— Follows up on commitments made by people to deliver components of the strategic plan.

— Questions and determines the reasons for any results that fall short of expectations.

— Reports on the status of the execution of the plan to leadership.

— Challenges to understand why commitments are missed.

— Pushed for actions that remedy missed execution milestones.

— Encourages, harasses, cajoles and nurtures people on how to fulfill their obligations to the plan.

— Not to accept any other responsibility than the above; there is no higher priority than executing the strategic plan.

Not a role for the faint-of-heart!

Strategies get executed because there is someone with fire in the belly who is constantly in the faces of the deliverers.

It doesn’t happen naturally. People are too busy?

Accept this reality and appoint your Hawk to ensure your strategy gets executed. Dedicate your Hawk to the task. Give them no other responsibilities. Pay them only on how effectively they perform this role and achieve plan progress.

Pay them handsomely when they succeed. Honour them among their peers.


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  • Posted 4.26.12 at 09:18 am by Roy Osing
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