How to Get Things Done!

E x e c u t i o n

Are all processes running without drama and driving industry-leading profitability?

❓KEY QUESTION:

‘Lets Go Get’em’

Strategy

Adversitydecrease in new patients

decreased production poor profits no growth

Poor online reviews unhappy patients patient complaints

no referrals staff lateness

Poor staff performance Incomplete work

administrative errors stress

………..

Emergency Meeting“WE GOT PROBLEMS”

Big talk on everything that is not working

List of 12 things that “We got to do quickly

to fix …”

“Lets Go Get’em”

Why Things Don’t Get Done No accountability Poor leadership Too many goals No metrics: if you can not measure

it, it doesn’t get done Enormous power of the ‘whirlwind’

Whirlwind[daily job]

Goals[new activities]

Urgent Important[ it acts on you ] [ You act on them ]

Whirlwind[daily job]

Goals[new activities]

How do we get our dailywork done?

And implementnew activities to

achieve our goals!

PeopleStrategyExecutionCash

Execution

3 Disciplines Priorities Data Meeting Rhythm

10 Rockefeller Habits

Execution: Rockefeller Habits ChecklistTM

1. The executive team is healthy and aligned. Team members understand each other‘s differences, priorities, and styles. The team meets frequently (weekly is best) for strategic thinking. The team participates in ongoing executive education (monthly recommended). The team is able to engage in constructive debates and all members feel comfortable participating.

2. Everyone is aligned with the #1 thing that needs to be accomplished this quarter to move the company forward. The Critical Number is identified to move the company ahead this quarter. 3-5 Priorities (Rocks) that support the Critical Number are identified and ranked for the quarter. A Quarterly Theme and Celebration/Reward are announced to all employees that bring the Critical Number to life. Quarterly Theme/Critical Number posted throughout the company and employees are aware of the progress each week.

3. Communication rhythm is established and information moves through organization accurately and quickly. All employees are in a daily huddle that lasts less than 15 minutes. All teams have a weekly meeting. The executive and middle managers meet for a day of learning, resolving big issues, and DNA transfer each month. Quarterly and annually, the executive and middle managers meet offsite to work on the 4 Decisions.

4. Every facet of the organization has a person assigned with accountability for ensuring goals are met. The Function Accountability Chart (FACe) is completed (right people, doing the right things, right). Financial statements have a person assigned to each line item. Each of the 4-9 processes on the Process Accountability Chart (PACe) has someone that is accountable for them. Each 3-5 year Key Thrust/Capability has a corresponding expert on the Advisory Board if internal expertise doesn’t exist.

5. Ongoing employee input is collected to identify obstacles and opportunities. All executives (and middle managers) have a Start/Stop/Keep conversation with at least one employee weekly. The insights from employee conversations are shared at the weekly executive team meeting. Employee input about obstacles and opportunities is being collected weekly. A mid-management team is accountable for the process of closing the loop on all obstacles and opportunities.

6. Reporting and analysis of customer feedback data is as frequent and accurate as financial data. All executives (and middle managers) have a 4Q conversation with at least one end user weekly. The insights from customer conversations are shared at the weekly executive team meeting. All employees are involved in collecting customer data. A mid-management team is accountable for the process of closing the loop on all customer feedback.

7. Core Values and Purpose are “alive” in the organization. Core Values are discovered, Purpose is articulated, and both are known by all employees. All executives and middle managers refer back to the Core Values and Purpose when giving praise or reprimands. HR processes and activities align with the Core Values and Purpose (hiring, orientation, appraisal, recognition, etc.). Actions are identified and implemented each quarter to strengthen the Core Values and Purpose in the organization.

8. Employees can articulate the following key components of the company’s strategy accurately. Big Hairy Audacious Goal (BHAG) – Progress is tracked and visible. Core Customer(s) – Their profile in 25 words or less. 3 Brand Promises – And the corresponding Brand Promise KPIs reported on weekly. Elevator Pitch – A compelling response to the question “What does your company do?”

9. All employees can answer quantitatively whether they had a good day or week (Column 7 of the One-Page Strategic Plan). 1 or 2 Key Performance Indicators (KPIs) are reported on weekly for each role/person. Each employee has 1 Critical Number that aligns with the company’s Critical Number for the quarter (clear line of sight). Each individual/team has 3-5 Quarterly Priorities/Rocks that align with those of the company. All executives and middle managers have a coach (or peer coach) holding them accountable to behavior changes.

10. The company’s plans and performance are visible to everyone. A “situation room” is established for weekly meetings (physical or virtual). Core Values, Purpose and Priorities are posted throughout the company. Scoreboards are up everywhere displaying current progress on KPIs and Critical Numbers. There is a system in place for tracking and managing the cascading Priorities and KPIs.

Copyright 2015 Gazelles, Inc. To download more copies and to get help implementing these tools, please go to www.gazelles.com

Execution: Rockefeller Habits ChecklistTM

1. The executive team is healthy and aligned. Team members understand each other‘s differences, priorities, and styles. The team meets frequently (weekly is best) for strategic thinking. The team participates in ongoing executive education (monthly recommended). The team is able to engage in constructive debates and all members feel comfortable participating.

2. Everyone is aligned with the #1 thing that needs to be accomplished this quarter to move the company forward. The Critical Number is identified to move the company ahead this quarter. 3-5 Priorities (Rocks) that support the Critical Number are identified and ranked for the quarter. A Quarterly Theme and Celebration/Reward are announced to all employees that bring the Critical Number to life. Quarterly Theme/Critical Number posted throughout the company and employees are aware of the progress each week.

3. Communication rhythm is established and information moves through organization accurately and quickly. All employees are in a daily huddle that lasts less than 15 minutes. All teams have a weekly meeting. The executive and middle managers meet for a day of learning, resolving big issues, and DNA transfer each month. Quarterly and annually, the executive and middle managers meet offsite to work on the 4 Decisions.

4. Every facet of the organization has a person assigned with accountability for ensuring goals are met. The Function Accountability Chart (FACe) is completed (right people, doing the right things, right). Financial statements have a person assigned to each line item. Each of the 4-9 processes on the Process Accountability Chart (PACe) has someone that is accountable for them. Each 3-5 year Key Thrust/Capability has a corresponding expert on the Advisory Board if internal expertise doesn’t exist.

5. Ongoing employee input is collected to identify obstacles and opportunities. All executives (and middle managers) have a Start/Stop/Keep conversation with at least one employee weekly. The insights from employee conversations are shared at the weekly executive team meeting. Employee input about obstacles and opportunities is being collected weekly. A mid-management team is accountable for the process of closing the loop on all obstacles and opportunities.

6. Reporting and analysis of customer feedback data is as frequent and accurate as financial data. All executives (and middle managers) have a 4Q conversation with at least one end user weekly. The insights from customer conversations are shared at the weekly executive team meeting. All employees are involved in collecting customer data. A mid-management team is accountable for the process of closing the loop on all customer feedback.

7. Core Values and Purpose are “alive” in the organization. Core Values are discovered, Purpose is articulated, and both are known by all employees. All executives and middle managers refer back to the Core Values and Purpose when giving praise or reprimands. HR processes and activities align with the Core Values and Purpose (hiring, orientation, appraisal, recognition, etc.). Actions are identified and implemented each quarter to strengthen the Core Values and Purpose in the organization.

8. Employees can articulate the following key components of the company’s strategy accurately. Big Hairy Audacious Goal (BHAG) – Progress is tracked and visible. Core Customer(s) – Their profile in 25 words or less. 3 Brand Promises – And the corresponding Brand Promise KPIs reported on weekly. Elevator Pitch – A compelling response to the question “What does your company do?”

9. All employees can answer quantitatively whether they had a good day or week (Column 7 of the One-Page Strategic Plan). 1 or 2 Key Performance Indicators (KPIs) are reported on weekly for each role/person. Each employee has 1 Critical Number that aligns with the company’s Critical Number for the quarter (clear line of sight). Each individual/team has 3-5 Quarterly Priorities/Rocks that align with those of the company. All executives and middle managers have a coach (or peer coach) holding them accountable to behavior changes.

10. The company’s plans and performance are visible to everyone. A “situation room” is established for weekly meetings (physical or virtual). Core Values, Purpose and Priorities are posted throughout the company. Scoreboards are up everywhere displaying current progress on KPIs and Critical Numbers. There is a system in place for tracking and managing the cascading Priorities and KPIs.

Copyright 2015 Gazelles, Inc. To download more copies and to get help implementing these tools, please go to www.gazelles.com

Execution: Rockefeller Habits ChecklistTM

1. The executive team is healthy and aligned. Team members understand each other‘s differences, priorities, and styles. The team meets frequently (weekly is best) for strategic thinking. The team participates in ongoing executive education (monthly recommended). The team is able to engage in constructive debates and all members feel comfortable participating.

2. Everyone is aligned with the #1 thing that needs to be accomplished this quarter to move the company forward. The Critical Number is identified to move the company ahead this quarter. 3-5 Priorities (Rocks) that support the Critical Number are identified and ranked for the quarter. A Quarterly Theme and Celebration/Reward are announced to all employees that bring the Critical Number to life. Quarterly Theme/Critical Number posted throughout the company and employees are aware of the progress each week.

3. Communication rhythm is established and information moves through organization accurately and quickly. All employees are in a daily huddle that lasts less than 15 minutes. All teams have a weekly meeting. The executive and middle managers meet for a day of learning, resolving big issues, and DNA transfer each month. Quarterly and annually, the executive and middle managers meet offsite to work on the 4 Decisions.

4. Every facet of the organization has a person assigned with accountability for ensuring goals are met. The Function Accountability Chart (FACe) is completed (right people, doing the right things, right). Financial statements have a person assigned to each line item. Each of the 4-9 processes on the Process Accountability Chart (PACe) has someone that is accountable for them. Each 3-5 year Key Thrust/Capability has a corresponding expert on the Advisory Board if internal expertise doesn’t exist.

5. Ongoing employee input is collected to identify obstacles and opportunities. All executives (and middle managers) have a Start/Stop/Keep conversation with at least one employee weekly. The insights from employee conversations are shared at the weekly executive team meeting. Employee input about obstacles and opportunities is being collected weekly. A mid-management team is accountable for the process of closing the loop on all obstacles and opportunities.

6. Reporting and analysis of customer feedback data is as frequent and accurate as financial data. All executives (and middle managers) have a 4Q conversation with at least one end user weekly. The insights from customer conversations are shared at the weekly executive team meeting. All employees are involved in collecting customer data. A mid-management team is accountable for the process of closing the loop on all customer feedback.

7. Core Values and Purpose are “alive” in the organization. Core Values are discovered, Purpose is articulated, and both are known by all employees. All executives and middle managers refer back to the Core Values and Purpose when giving praise or reprimands. HR processes and activities align with the Core Values and Purpose (hiring, orientation, appraisal, recognition, etc.). Actions are identified and implemented each quarter to strengthen the Core Values and Purpose in the organization.

8. Employees can articulate the following key components of the company’s strategy accurately. Big Hairy Audacious Goal (BHAG) – Progress is tracked and visible. Core Customer(s) – Their profile in 25 words or less. 3 Brand Promises – And the corresponding Brand Promise KPIs reported on weekly. Elevator Pitch – A compelling response to the question “What does your company do?”

9. All employees can answer quantitatively whether they had a good day or week (Column 7 of the One-Page Strategic Plan). 1 or 2 Key Performance Indicators (KPIs) are reported on weekly for each role/person. Each employee has 1 Critical Number that aligns with the company’s Critical Number for the quarter (clear line of sight). Each individual/team has 3-5 Quarterly Priorities/Rocks that align with those of the company. All executives and middle managers have a coach (or peer coach) holding them accountable to behavior changes.

10. The company’s plans and performance are visible to everyone. A “situation room” is established for weekly meetings (physical or virtual). Core Values, Purpose and Priorities are posted throughout the company. Scoreboards are up everywhere displaying current progress on KPIs and Critical Numbers. There is a system in place for tracking and managing the cascading Priorities and KPIs.

Copyright 2015 Gazelles, Inc. To download more copies and to get help implementing these tools, please go to www.gazelles.com

The Priority Focus:”The main thing is to keep

the main thing the main thing” Finish lines: Memorable themes

around your priority; achieve it- by a specific due date

Fun: Celebrate with rewards

Data At the heart of a leader’s ability to

predict (fundamental job) is data Metrics Gather employee data Gather customer input KPIs for everyone Scoreboards everywhere

Meeting Rhythm

The daily huddle: 5-15 min The weekly meeting: 60-90 min The monthly management meeting The quarterly & annual meetings

4 Disciplines of Execution

Focus on the Wildly Important Goal Act on Lead Measures Keep a Compelling Story Board Create a Cadence of Accountability

Discipline #1Focus on the

Wildly Important Goal (WIG)A goal that makes all

the difference. Failure to achieve

this goal renders any other achievements

inconsequential

RULES1. Only 1 to 3 WIGs for the same team at the same time.

2. Sub-WIGs must ensure the success of the parent-WIGs

3. Finish line: From X to Y by when

1. Discover Team Wigs Which areas of team’s performance would you

want to improve the most in order to achieve the overall top WIG?

What are the greatest strengths of the team that can be leveraged to ensure top WIG achievement?

Where are the areas where team’s poor performance most needs to be improved to achieve top WIG?

1. Discover Team Wigs1. Rank the WIGS 2. Test top ideas

Is team aligned to top WIG? Is it measurable? Who owns it (results)? Who owns the game?

3. Define the WIGs: ‘Verb’ X to Y by ‘When’

Discipline #1Focus on the

Wildly Important Goal (WIG)“ We will put a man on the moon and return him safely home by

the end of the decade”- John F. Kennedy

Discipline #1Focus on the

Wildly Important Goal (WIG)“ We will increase our on-time

case delivery from 75% to 100% by September 1, 2015”

- Dr. ______

TOPWIG

TEAM 1

Subwig 1 Subwig 2

TEAM 2

Subwig 1 Subwig 2

TEAM 3

Subwig 1 Subwig 2

[ Verb X to Y by Date ]

Discipline #2Act on the

Lead MeasureLag Measure Lead Measure

Measuresthe goal

Something that leadsto the goal

Something we caninfluence

Predictive

Influenceable

2. Act on Lead Measures

What could you do that have never done before? What strengths of team can be used as leverage? What weakness might keep you from achieving WIG? What could you do more consistently?

To Discover:

2. Act on Lead Measures1. Rank the team WIGS 2. Test top ideas: Predictive? Influenceable? Measurable? Worth Measuring? 3. Define lead measures

• Tracking team or individual’s performance? • Tracking lead measures daily or weekly? • Start with a verb and keep it simple

Discipline #2Act on the

Lead Measure

Lag Measure Lead Measure

Weight loss(pounds)

Number of calories(diet)

Miles run(Exercise)

eg. If you want to loose weight

Predictive

Influenceable

Discipline #2Act on the

Lead MeasureLag Measure Lead Measure

• Practice production• Emergency rate• Case acceptance• Patient waiting• Internet patients

• Patient referrals• Compliance to safety standards• Qualified tx plan proposals• On-time report to work• Posting weekly blogs

Discipline #3Keep a

Compelling Scoreboard

Purpose is to hold the Wigs and lag

measures and make it visible to the team

RULES1. Simple

2. Highly visible to the team

3. Show the “lead” and “lag: measures

4. Tell us immediately if losing or winning

Discipline #4Create a

Cadence of AccountabilityThis is where the real

execution happens

Key Question:what are the 1-3 most

important things I can do this week to impact the

scoreboard?

Each Member

A weekly 20-30 min meeting (no whirlwind)

1. Reports on last week’s commitments

2. Reviews and updates scoreboard

3. Makes commitments for next week

4. Create a Cadence of Accountability

Account: Report on last week’s commitments Review the scoreboard: Learn from success / failures Plan: Clear the path and make new commitments • “What are the one or two important things I can do this week to impact the team’s performance on scoreboard?”

4. Create a Cadence of Accountability

Leader presents the scoreboard and his commitments

Celebrate success No whirlwind discussion during ‘WIG Session’

The 4 Disciplines of Execution

Three Outcomes1. Clarifies organization’s priorities

2. Engages every member of the team

3. Allows organizations achieve wildly important goals