In each accounting period strategic progress is meas-

ured in the goals achieved in that period. The strate-

gy is the direction, the ‘destination’, the goals in

each accounting period the steps toward the destina-

tion.

Achieving CEO clarity of how to rollout strategy

After the strategic decision, then the CEO can think

with tight, even ruthless clarity.

(1) Strategy is complex long term goal broken down

each accounting period into precise and clear goals

in each job (a job consists of one or more roles).

(2) Every goal demands specific actions, called ideal

actions, to enable that goal. (Refer #3 Goal-action)

(3) The sum of all ideal actions across the organiza-

tion is defined as the behavioral structure relative to

the strategy.

Conclusion: If people act out the behavioral struc-

ture to standard then the organization will

achieve its projected strategic progress in that

accounting period.

Organizational design

There are several crucial and difficult steps.

Understanding that this clarity of insight by the CEO

applies only in the OPD system of organization de-

sign. Achieving this understanding of the OPD theo-

ry across the organization, in the mind of every team

leader, is very much harder than it appears, since the

OPD theory of organization is different from current

organization best practice point of view. Team lead-

ers are subject to multiple views on leadership, man-

agement, engagement etc. … and as a result may not

fully apply the OPD technology, or apply it in a

confused manner.

Second, it is difficult conceptually to derive an ef-

fective goal cascade, the KPIs in each role, from

strategy.

Third, it is very much more difficult conceptually to

derive an effective set of ideal actions from the goals

(KPIs) in any role.

Finally, from the general theory of psychology (refer

#8), human motivation arises via the emotions asso-

ciated with ideas. It is difficult to have team leader

understand their leadership role of (1) having every

person with an apt game plan of KPIs and ideal ac-

tions in mind for successful delivery in their role. (2)

to keep the game plan top of mind while the person

at work. (3) to ensure the person is having fun and

enjoying the tasks agreed within the role.

Role of the HR

It is the team leader who is fully accountable for the

output from their team.

However, because of the complexity of the task of

establishing the OPD system across the organiza-

tion, HR is delegated by the CEO to partner with all

team leaders and provide for those team leaders the

technical expertise as needed enabling every team

leader to fully and expertly discharge their account-

ability to guide the team identify and delivery to

standard the team behavioral structure that offers

greatest chance of greatest success. Refer #16, All

proactive HR policy is changed

It does not matter the size of the organization, this

HR task is essential and must be acted upon if the

organization is to succeed.

KIS…Keep it simple

Again imagine the strategy in the CEO mind, and

imagine it a color. Now, imagine every person with

an agreed game plan in mind derived from the

agreed KPIs (goals), that define the contribution of

the role to strategic success, and with the agreed

ideal actions that when acted out offer greatest

chance of greatest KPI success. This mental struc-

ture in each person encouraged and supported by

the team leader, who also ensures the person is

having fun delivering the ideal actions to standard.

This mental structure in each person, clearly speci-

fying their understanding and contribution to strate-

gy, is precisely the structure that has the mind of

the person in sync with the CEO. The color of the

strategy in the person mind is a perfect match to the

color in the mind of the CEO.

Strategy is NOT what is on paper, but what is in

mind of those who need deliver it

The organization a coordinated whole, acting with

precision and unison in achieving the strategic plan

and goals derived from that plan. And this precision

includes creativity, and flexibility and other such

‘nonlinear’ actions by people. Refer #12 Built in

flexibility

The clearer and more apt the game plans in the

mind of all the staff, the more the people are having

fun and enjoying personal success, the more suc-

cessful the organization.

After the strategic decision the priority of the CEO is to guide identification

and delivery to standard of the behavioral structure relative to strategy See #3 Goal-Action, and #4 Linking people to the behavioural structure. For a full discussion refer the book, Mind of the CEO, Little,

Graham Richard, The Mind of the CEO (September 1, 2016). Available at SSRN: http://ssrn.com/abstract=2833571

The aim of the CEO: Perfect game plans perfectly delivered. Every team leader is a

CEO in their team. The exact same process applies.

Newsletter #23

Mind of the CEO Newsletter topics

1. Seeking new thinking.

2. How to double profits.

3. Goal—action.

4. Linking staff action to

strategy.

5. Human performance

driving results.

6. HR as rollout of strate-

gy.

7. Behavioral structure of

the organization.

8. Understanding human

psychology.

9. Linking people to be-

havioral structure.

10. Perfect human perfor-

mance.

11. Performance manage-

ment moving actual toward perfect perfor-mance.

12. Built in flexibility.

13. A scientifically proven

balanced solution to human performance as a driver of results.

14. Redefining engage-

ment.

15. Culture.

16. All HR policy changes.

17. Lifting expectation.

18. Redefining leadership.

19. Redefining manage-

ment.

20. Why has it not been

done before?

21. Stop. Reflect. Chose

and improve.

22. Why can’t we do it

ourselves?

23. Mind of the CEO.

24. HR as the ‘right hand’

of the CEO.

25. Building a ‘verbal

ready’ Executive.

26. Understanding human

motivation.

27. Building and imple-

menting an integrated motivation policy.

28. Human capital.

29. Finding and develop-

ing talent.

30. Choosing better ideas.

Reading these newsletters you will gain new insight into how to manage the link between people and your organization so that both benefit by increased results, greater success, increased profits, more fulfilling work, and greater satisfaction.

Contact: info@opdcoach.com to meet and explore how this system will lift results in your business. Alternative advise us, do not send, if you do not wish to receive more emails.