Ian Berry - structures and systems that fully support people

Do your structuresand systems fullysupport people in

bringing their best to their work on a

consistent basis?

© Ian Berry 1990-2010

© Ian Berry 2009 All rights reserved

A yes answer means you areembracing one of what I believe are

8 critical factors for successin modern business


Compelling story

Enlightened self-interest

Decisions - right people, right time, right place

Six word strategy

Values are Virtues

Systems and structuresthat fully support people

Community culture

Memorable Service


There are 3 main reasons whygreat strategies fail to get executed

1. people are not in the right roles2. people charged with execution

don’t really know what the strategy is3. strategy has not been personalised

to each executor


To changes these sad scenarios


Design your structure as aproduct/service delivery

supply chain


and do so without people in mind


Consider all your stakeholderswhen you design your structure

Governments NGO’s Communities Shareholders/Owners

Board Leaders Employees Customers

Suppliers PlanetOutside

PerformancePartners

Financiers


Then match people to clarified roles


a role clarity template is herehttp://www.ianberry.au.com/Ianstoolkit.html


Engage your people


First: define your strategy in 6 words

See my slideshare on strategy for how


Second: personalise strategy with every employee


By ensuring every employeehas a personal development plan


That is aligned with your strategy


and details their personal andbusiness goals and how they will be achieved


a template for doing this is herehttp://www.ianberry.au.com/Ianstoolkit.html


Get really good atappreciating people when they do well


And holding them to accountwhen performance doesn’t

meet agreed standards


Appreciate and hold to accountby using the technique

on the next slide

How are things going? + response How does that make you feel? (silence)

Great, Brilliant or whatever

Any other areas I can help you with? (silence)

- responseWhat happened? (silence)

What do you need to do to get back on track? (silence)

Is there anything I can do to help you? (silence) Anything else? (silence)



Review your employeesperformance plans

formally at least every 90 days


If you have appreciatedand held people to account

informally


Formal reviews will be a breeze


And they will accomplishthe only two reasons for

doing a formal review


1. Celebrating achievements

2. Adjusting performance plans for the next 90 days


People do not want to be

appraised!


They do want to be

appreciated andheld to accountin the right spirit


You can purchasethis ebook for just $5 AUDat www.ianberry.au.com/45ebook.html

My appreciation and accountability

technique is explained fully in this ebook plus

there are 44 further

techniques

1, 2, or 3 Mentoring calls? on

3 means 24/7 access to life-long learning vault

I provide

Find out more at www.ianberry.au.com/mentoring.html

Maybe I can help you further?

I tell stories thatstir hearts

shift thinkingand inspire people

to step-uptheir achievements


I partner with passionate entrepreneurs, social

entrepreneurs, business leaders, and SME owners to turn 8 critical factors

into reality


Compelling story

Enlightened self-interest

Decisions - right people, right time, right place

Six word strategy

Values are Virtues

Systems and structuresthat fully support people

Community culture

Memorable Service

Join Differencemakers Community

being the difference we want to see in the world

www.differencemakers.com.auSign-up to my personal and business

development gifts on the home page of my website and get this ebook FREEIt contains 142 possible actions for doing good

and therefore becoming great in your life and work

www.ianberry.au.com

Thanks for viewingBe the difference

you want to see in the world

www.ianberry.au.com

Ian Berry - structures and systems that fully support people

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