Are you engaging with your people, on strategy?

“Our people just don’t see themselves in the strategy.”

This is a statement we have heard often.

And in response, we see well intentioned Executives quickly add extra lines within formal strategic statements to ensure every department is ‘seen’ – a noble gesture, that comes from a kind and inclusive place. Unfortunately, what it can lead to, is the watering down of a strong and succinct strategic statement.

A strategic statement is more than just words for people to see themselves in. It is a statement that provides clarity, direction and ambition.

It will tell our people what we will focus on, and in doing so, clarifies what we will not. It will describe our long-term ambition, and the boundaries our people can work within to get there. Lastly, it will identify what strengths or advantages we plan to leverage, that will make us distinct and give us an edge over our competitors.

This narrative is a critical artefact required, for effective engagement with our people.

So, if the feedback from your people is “We don’t see ourselves in this strategy, and we don’t understand how we contribute.” It is likely that one of the challenges you face is poor engagement with your people, on the development and implementation of strategy. 

We know, when people are involved and engaged in an outcome that affects them, they are more likely to support it. With that in mind, here are three tips for engaging your people in your strategy:

1. Listen

   Any good strategy is informed by its context. And, no-one knows their context better than your staff, who are working at the coal face and battling external forces on a daily basis. Hold workshops, forums, focus groups or surveys to hear the challenges that are affecting your staff on a daily basis. Consider these challenges when developing your strategy. And most importantly, provide feedback to your people on how you drew on their perspectives when developing the final result.

2. Share

   When communicating with your team, a change story can help land your message in an effective way. There are two critical parts to a change story: Firstly, when communicating why change is needed and how it aims to impact things ensure that it considers different perspectives (customer, team, individual, society); secondly, make sure you clearly communicate why it’s important to you. Get real with your people. If you’re not sure of the outcome, but you are deeply connected to the cause, then share your feelings of uncertainty, passion and ambition, and create a deeper connection with your people.

3. Celebrate

   A great strategic statement leverages advantages. During the development of your strategy there will be analysis of your organisations strengths and competitive advantages. Don’t let this moment pass you by. Find a way to build in reflection and celebration with your people, of the features that make your business and its people great. By using a bit of positive psychology, you can contribute to team wellness and success.

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We work with leaders to develop deep and purposeful strategy, and to connect that strategy with their people. If you want to chat about how we could help you, get in touch today.