I recently worked with a client that asked me to define what “good” is for his executive team. I had to think about that. Is “good” good enough? Why not pursue “great”? I asked them to change their word power to “great” and they graciously made the change. It made me feel better, but did it help them?
We work with clients, using their data, to build strategy and execute on that strategy. We start with defining what success looks like in a set period. It can be a yearly period, or it can span the strategic plan timeframe, but setting an expected outcome makes it more focused. It sets expectations. We do this for the company, for leadership, and for the individual. We use outcome-based expectations for hiring and development.
Today I was meeting with my business partner on a project and he said he was driven to provide great value to our client. He didn’t feel we were there yet. I immediately knew why we have partnered our businesses. Good isn’t good enough. We must be great!
Good produces incremental growth, but great produces breakthrough growth. In your business, are you good, or are you great? What is the difference?
Can you clearly articulate your ultimate value proposition? Your differentiators are what your customers pay for.
Can you say with confidence, you are flawlessly executing on your strategy, or are you good enough?
Do your metrics and dashboards measure leading indicators as well as lagging indicators of revenue and profit?
Does your leadership team coach and measure the actions that support great performance?
Do you have a CRM that allows you to hold your team accountable?
Great performance is driven by People, Process, and Technology. Taking a hard look at each area can help you identify the gaps to take performance from good to great.
Comments