Tough and relevant Business Decisions include many variations:
- a necessary re-structuring of a certain Dept.
- quitting a long-termly running project with a good sub-supplier due to inefficiency
- moving the team “x” into a new building
- re-thinking the product portfolio
- hiring a few new people for a limited time frame
- changing the long-term marketing slogan (?)
Tough means: the result of it concerns others as well, either from the company as the customer.
Relevant means: it´s time for a change! We did waste precious time necessary for the starting phase –
In any case of both scenarios, decisions appear to become tough and relevant if the decision wasn´t taken in time. Whatever is prepared in time will work out, quite stressless. Good planning asks for a good running overview.
But what if time isn´t there upfront, what if it´s not procrastination that the new situation suffers from? What you need is a strong team spirit that thinks differently than a regular office worker. Ever watched the fire service TRAIN their worst case scenario? I recall a few times at the company I worked for, having unannounced ad hoc trainings every other year – a fire alarm training! It lasted 5-10 min. because we had plans where to leave and go from where we worked.
You my ask yourself now: “is my team ready for any ad hoc fire alarm?” If the abstract answer is no – go have a meeting, and discuss a plan. Give certain roles to a few people and have rules to follow for unexpected challenging situations. It´s not always the leader who stays in late or who does all the extra work, sometimes you need to include the team.
Luckily an internal re-structuring doesn´t appear a day before it should be finished but it effects the team. Take time to think it all through WHY it´s relevant now! Consult an expert, call some of your biz partners to get advice but know that you can´t copy things 1:1 for your company. Always decide the change in a way that the result fits your company and structure!
- Do you need to re-think out-dated goals?
- Will you change the decision process?
- Is it time for a new information process which asks for a new communication process?
Be aware of the following “live” reactions:
- the team needs a new orientation to avoid misunderstandings
- problems might be overestimated by a few teammembers, clearify
- maybe a new leadership style has to be implemented (!)
- any loss of time brings a certain loss of power to the team
Any internal re-construction shall be motivationally managed for the complete team! Communicate it clearly. Give new roles to improvers, check who´s a self-developer, look for a new leader to freshen it all up. Time is connected to the achievement! Avoid a decrease.
BE A DECISION MAKER. BE OUTSTANDING.
rita jaskolla – Leadership Architect –