Full Reviews

This is best done with the team which created the original plan. If the plan needs amending, now is the time to do it. But change only with great care. Make sure you are changing a goal because it is not as sharp as it should be rather than because it is too hard to achieve. As you review progress again, take longer this time to look at the process. How well are we working together, what are the misunderstandings, the gaps in communication, are we connecting everything together well or are we slipping into suboptimal actions. What are barriers to achieving our winning plan and how can we accelerate our efforts in delivering it. The more participative this review is the more effective it is in reenergizing and mobilizing – both important needs at this point. Some managers take the review to the people doing the delivering, holding a mobile structured debate with managers and supervisors, sometimes all the employees. It is about winning and about delivering winning performance.

Annual Assessment

The end of the year review is something special. The aim in a global business is to get the best idea from everyone, everywhere. Each team puts up its best ideas and processes – constantly. That raises the bar. Our culture is designed around making a hero out of those who translate ideas from one place to another, who help somebody else. They get an award, they get praised and promoted. If you find a way to get rid of the hierarchical nonsense and allow ideas to flourish, it doesn’t matter its transferring ideas, constantly pushing ideas, putting the right people in the right job and giving them the resources to win. The annual assessment (a combination of fitness review, review of achievement of annual goals and best practices sharing) is a powerful force for starting the drive for the next year winning plan. Gaps will be surfaced, new potential revealed, enthusiasm generated. The cycle rolls on. By now we will have already been through think again ready for the challenge of the next year.