Welcome to the first Precedo blog I hope you enjoy it. When I first sat down to focus the mind I found an array of topics flying by that dangled the carrot of interest. The England Cricket team and its poor Ashes performance down under being one. A worthy topic; how will our brave lions respond to the ‘Pomme Wash’ or ‘Pomme bashing’ well and truly delivered by the transformed Aussie team? But the headline past me by and I switched direction.
Instead I turned to the main topic on everybody’s lips “how do we maintain those resolutions we committed ourselves to after our ‘second bottle of wine’ or ‘second plate of food patting our expanding waistlines’ on New Year’s Eve?”
How good was our strategy for achieving clear direction and tangible results as the fireworks erupted across the globe? I’m not sure it will catch on as part of a plan for businesses looking to develop strategic direction.
Thinking about this I decided to introduce the ‘D’ (Direction) from the DART performance coaching model supported by an article ‘Stever Robbins’ Setting Strategic Direction: Vision, Strategy, and Tactics for my first blog. I wanted to demonstrate the importance of employees being able to identify with the smooth running of their little cog and its impact in effectively turning the company’s great wheel of success.
If we don’t know what is expected of us; how can we do it well?
….You’re so proud of your new vision statement. It sounds nice. Inspiring, even. But the vision is useless unless it can direct action……
To ensure companies effectively achieve strategic aims all individuals need to be aware of the key requirements of their role:
Welcome to step one of DART
D - Direction
What is it we want the individual to achieve?
The following will introduce how to effectively complete step one of DART.
To ensure we can effectively develop an individual through the coaching process it is important any observations that have been completed have been done with a clear objective view of what needs to be achieved by the individual.
To assist with this process the individual observing may benefit through considering the following:
Prioritising development areas
Coaching is the team culture
Setting the scene
Look out for the February blog where we will look at the DART (A) – Acknowledging Behaviour.