Tag Archives: goal-setting

Phil Hardwick’s Strategy Letter Launched

PHIL HARDWICK’S STRATEGY LETTER

Greetings:
In case you haven’t heard, I retired from the Stennis Institute recently. Of course, that does not mean I have retired altogether. I’m still teaching part-time at Millsaps College, facilitating strategic planning retreats, doing leadership training, writing and generally staying busier than ever. You can read more about that in this Mississippi Business Journal article.
I’ll also be publishing my new monthly newsletter, which will be about strategy and goal setting. Each issue will feature an organization (profit or nonprofit), a government entity and an individual.
IMPORTANT – To receive my FREE newsletter, simply send an email to phil@philhardwick.com. Enter SUBSCRIBE STRATEGY in the subject.  Oh, one more thing: Your email address will never be shared with anyone else.
Now that we have that out of the way let’s get to it.
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In the business world, the search for new strategies is everywhere. Newspapers and retailers especially have to figure out new strategies. Strategy is about HOW to achieve goals. Sometimes the right strategy is tied to the wrong goal, and vice versa.

In 2011, Ron Johnson left Apple to become CEO of J.C. Penney. His strategy for the struggling department store chain was to eliminate cashiers and checkout counters and have small, more upscale specialty shops within the department store. No more clearance sales and heavy couponing. An interesting strategy, for sure. How did it work out? Only 17 months after Johnson came to Penney, sales had plunged, losses had grown and Johnson was out the door. Read about it in this Business Insider slide show:
http://tinyurl.com/lx7xugs
or this Forbes magazine article:
http://tinyurl.com/coe352r

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Ever heard of CircleUp? It’s strategy is to connect investors with innovative consumer and retail companies using a crowdfunding platform, i.e. using the Internet to connect a large number of investors to an investment. For companies, it’s a new strategy to raise capital. Check it out at https://circleup.com.
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Cities are always looking for strategies to create more revenue because citizens loathe the idea of having taxes raised. Earlier this month Atlanta decided to ask businesses to place ads on public buildings and other public places. It appears that the strategy is backfiring as citizen uproar is rather loud. Just because this strategy worked for naming public sports complexes doesn’t mean it will work for other city properties. Read about it at:
http://tinyurl.com/o3w9thk
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It’s that time of year for New Year’s resolutions and goal setting of all types. What’s your goal for 2015? And what is your strategy for achieving it? Research has shown that there are three keys (strategies) to achieving goals: (1) write it down, (2) share it with someone else and (3) be accountable to someone. I’ll be putting those strategies into practice in my hometown by forming a goal setters luncheon club that will meet on a regular basis during the year to hold each other accountable for achieving our goals. If you’re in the Jackson, Mississippi area and would like more information about joining the group just send me an email at phil@philhardwick.com.
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SOMETHING TO THINK ABOUT
We judge ourselves by our intentions. We judge others by their actions.
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Wishing you a healthy, happy and strategic 2015.
Phil

www.philhardwick.com
phil@philhardwick.com
Strategic Planning
Group Facilitation
Leadership Training
Keynotes/Breakouts

Try something new for 30 days.

One of my favorite places on the Internet is TED Talks.  I subscribe to it on my Google Reader so that I get a link to the latest talk.  TED is a nonprofit devoted to Ideas Worth Spreading. It started out (in 1984) as a conference bringing together people from three worlds: Technology, Entertainment, Design.

One of the latest postings on TED is Matt Cutts short talk entitled “Try something new for 30 days.”  The promo for it reads as follows:

Is there something you’ve always meant to do, wanted to do, but just … haven’t? Matt Cutts suggests: Try it for 30 days. This short, lighthearted talk offers a neat way to think about setting and achieving goals.

Check it out.  I think you’ll like it.

Patton, Twelve OClock High and Gettysburg

On this Memorial Day weekend I am thinking of those who have given their lives in the service of our country, and what all of that means. Thoughts are scrambling through my mind: the horror of war, the families of the fallen, patriotism, the freedom that has come from a strong U.S. military, the use and abuse of the military, the veterans’ needs that are not being addressed, the commercialization of holidays, how Rolling Thunder feels about Sarah Palin stealing some of their thunder, etc.

Sounds like I have had more than my share of caffeine this morning, doesn’t it?  So let me move on to my main point.

One thing I often do in leadership and goal-setting retreats is a play a clip from a movie, and then have the group discuss its meaning.  I encourage participants to put themselves in the role of each individual in the scene and talk about the scene from the perspective of that particular character. “Perspective” is a big thing with me because I have come to the belief most people have an opinion about things and most people are right in their opinions from their perspective. After one particular leadership retreat – Selected to Serve – I noticed that I had used scenes from Patton, Twelve O’Clock High and Gettysburg.  Patton’s opening scene speech is a great example to use to discuss the elements of oral communication by leaders, General Savage and Colonel Davenport are classic examples of Theory X and Theory Y managers and Colonel Joshua Lawrence Chamberlain provides an opportunity to discuss decision-making under pressure.

I wondered if I was using too many military leadership examples.  After all, there are plenty of leadership issues in other movie scenes.  And then it dawned on me why the military scenes were so powerful.  The stakes in military leadership scenes are so high. The decisions that military leaders must make are so often literally life and death.

Lest we forget.  Happy Memorial Day.

Goal-setting by team or Team-setting by goal

I saw an interesting organization chart at a conference today.  Instead of the organization having five different divisions with each division having a goal the chart presented five goals, each of which had a team.  What I like about that concept is that it adds emphasis to the goal and who is responsible and accountable for achieving it.  Too often, no one is personally responsible for the goal.  That can result in the goal not being achieved.  Obliviously, this type chart is not feasible for every organization, but when it makes sense it can be worthwhile.