“Setting priorities is critical to reaching your goals in life, school and sports. Without priorities your days can be wasted running from one task to another. You will become frustrated, agitated and most likely fail more often than not.”
Strategy-Driven Execution Management - How It Works
We use a process call KeyneLink™ to operationalize your strategic plan and to facilitate quality communication between your managers and employees. Part process, part software, part roadmap, KeyneLink™ provides the management team with at a glance visibility into goals, initiatives and communication between managers and employee, while managing individual performance toward the achievement of organizational initiatives.
The reality is that any effective strategic plan is simply a series of year after year initiatives that must be achieved over time in order to bring the long-term plan to fruition. That’s what we do with KeyneLink. We break the actions associated with the strategic plan into actionable goals and initiatives and work with the team to align all the activities of the organization back to the initiatives.
The information from your strategic plan, your mission, vision and core values becomes the foundation through which all activities and employees are evaluated. We work with your management team to ensure that your core values serve as expected standards of behavior against which employee’s performance can be monitored and evaluated.
Once the foundation data is defined, managers and employees work together to define their individual roles, responsibilities and goals and enter this information into the KeyneLink™ system. It’s through this process that we help clarify the expectations of all employees and align these expectations directly back to the organization’s annual initiatives.
Through a series of bi-monthly meetings that a managed and documented through the system, we open dialogue between managers and employees and create proactive conversations that engage employees in the achievement of the organizations goals.
At the end of each year, there is no longer a need for the traditional rear-ward focused “annual appraisal”, as the conversations that have occurred through the year become a summary record of the employee’s performance.