Business & Leadership Insights
Our latest thinking on the issues that matter most in organisations.
SWOT analysis is a strategic planning tool that can be used by managers to do a situational analysis of the organisation. It is a useful technique to understand the present Strengths (S), Weakness (W), Opportunities (O) & Threats (T) an organisation is facing in its current business environment.
Organisations maintain their dominant position in market by critically analysing and reviewing the SWOT analysis. SWOT analysis is a highly interactive process and requires effective coordination among various departments within the company such as – marketing, finance, operations, management information systems and strategic planning.
Studies show that on average 67 percent of companies fall short in achieving their strategic goals. In the wise words of Stephen Covey, “Most leaders would agree they’d be better off having an average strategy with superb execution, than a superb strategy with poor execution.”
So why is strategy execution so difficult? Is it process, people, systems? Who or what is responsible for the lack of strategic goal attainment? This article will address the most common strategy execution challenges while also providing change management recommendations that can be quickly adopted to begin the transformation to a highly effective strategy execution company.
A growth strategy is an organisation’s plan for overcoming current and future challenges to realise its goals for expansion. Examples of growth strategy goals include increasing market share and revenue, acquiring assets, and improving the organisation’s products or services.
In other words, growth strategies are frameworks that allow a business to grow.
When deployed properly, businesses oftentimes see growth that leads to additional customers and revenue.
The list of challenges of today’s business environment seems endless, from managing and motivating a diverse and highly mobile workforce to the need to stay ahead of constant disruption (and everything in between). Training departments are frequently tasked with the responsibility to address these challenges, but the reality is that these are not training problems - they are business problems that can only be addressed by a special intervention and mobilising everybody in the same direction. The key to doing that is to connect the entire organisation through a common language of performance that enables the workforce to navigate change, drive results and cultivate a people-first culture of engagement and accountability.
Gestaldt Consultants, Partners and Thought Leaders.
All Agile Capability Building Change Management Compliance Culture Digital Diversity And Inclusion Growth Guest Post Human Resources IT Consulting Leadership Development Management Consulting Marketing People And Organisation Performance Resilience Risk Solutions Strategy Sustainability Technology Training Transformation