12 Point Checklist For Better Execution PEOPLE PROCESS

12 -Point Checklist For Better Execution PEOPLE PROCESS q Does our organizational structure alleviate or add unnecessary friction or barriers to our people executing effectively? q q Is our structure (how we organize our employees) trapping our capacity to achieve more? Is our investment in talent in alignment -with or out of balance against our strategic ambitions? Have we defined the precise activities (and the behaviors that support those activities) required to meet certain objectives in your strategic plan? Have we communicated clearly how these activities and behaviors will allow us to accomplish our strategic objectives? q Does each person know which activities and behaviors they are accountable to and perhaps more importantly, why? q Do we have a system in place to measure the precise activities needed to deliver the strategy? q Does our performance management process align coaching, training and development to the right behaviors and activities? q Are we rewarding and incentivizing against the right activities and behaviors that will drive the results we desire? q Do we have a system in place, as an organization, to regularly review, calibrate and refine activities to deliver the right results? q When was the last time we did a complete talent review of our entire team or organization? As our business has grown in it's life cycle, have we evaluated if we have the right talent and skills in critical roles? q What are the values, mindset and attitudinal disposition of the people in key roles? Do their hearts, minds and drive align with the vision for the organization? q Do we have a shortage of leadership? Are our current leaders in the organization encouraged and accountable to develop new ones? q Are there an excess of 'linchpins' or knowledge workers in the organization? Are we developing talent and systems in such a way where we don't need to rely too heavily on one or even, a few individuals to drive our business? 1