Each strategic plan for organizational transformation requires personal responsibility Equal

Strategic planning for organizational transformation needs to be personal responsibility of each shareholder. However, this is not a simple as it appears.

Over the past 10 years as a performance improvement consultant and business executive coach, I have witnessed many strategic plans fail because the leadership does not take into account at all. Failure to keep everyone equally accountable is a recipe for disaster and is counterproductive to the objectives of the strategic plan.

One of the fastest ways, not to ensure the effective implementation of the strategic plan is to make excuses for poor performance. When some employees are held to a different set of expectations and standards, this strongly influences the performance of high performers as well as high-potential performers.

For example, during a recent engagement with a mid-size domestic new and used car dealership, one of the obstacles to achieve the goal of increasing sales expectations were unequal specific sales performance. This actually de-motivated some 'inside sales training.

When plans are monitored on a regular basis helps to ensure that personal responsibility. But monitoring is not the only factor. In many cases, employees must be further developed to create the necessary attitudes and habits for the leadership and direction for themselves.

Responsibility is a personal value and can not be dictated by someone else. This is why self-guiding of your human capital through professional training and development needs to be a critical objective of the categories within the strategic plan.

To achieve organizational change through leadership must build and sustain strategic plan begins with the personal responsibility of management and cascaded down to frontline employees.

Postscript Read the 7 best tips on how to execute your strategic plan ......