Execution eats strategy for breakfast

Successful internal communications & organizational transformation plans

The importance of mid-level managers and how to leverage their influence

How transparency drives accountability

Tips on how to drive execution (with or without authority)

2www.melissaboatwright.com @missliss_us www.battletestedveterans.com

3,500

A YEAR OF CHANGE

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9,0002-3 direct changes

CHANGING & SUCCEEDING

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Transformed the organization

7 point employee engagement increase

$1B in revenue

OUR PROCESS

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One organization$1 billion revenue

February 2015Four business silos

Launched in March 2014

149 leader blogs 99 events

Coordinated & Consistent Topic specific

newsletters

Leaders and managers

LESSON #1: IT’S ABOUT PEOPLE

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People don’t care about policy or strategy changes they care about how the changed impact people

Three blogs accounted for 20,000+ views, 125+ likes,

30 comments – all organizational

announcements, people related

GUARDIANS OF THE AUDIENCE

Featured ~25 employees in seven locations around the world - ~7,000 views, 182 likes and 135 comments

(employee video responses)

EMPLOYEE VIDEO

Employees coordinated 50 celebrations around the world attended by 2,500 employees. Posted 430

photos. Album viewed 7989, 75 likes and 35 comments

$1 BILLION CELEBRATION

ORGANIZATIONAL ANNOUNCEMENTS

LESSON #2: PRECISION IN PLANNING AND EXECUTION

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› Day-by-day plan, names of reviews/approvers, who is doing what

Tactics

› How did all the elements come together – helped provide confidence in our leaders and team members

Schedule

› Reviewed the plan, dependencies, feedback, timelines

Daily check-ins

› Allowing people to feel heard and have a consistent understanding of

context surrounding the communications

Background

› Clarification and validation of what we were trying to accomplish

Objectives

› Core tenets or how we were going to accomplish our objectives. Included every mechanism of

message delivery

Approach

LESSON #3: THE POWER OF THE MANAGER

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The Manager

Single most influential person in a person’s work life is their direct boss

Advance notices

At least 24 hours notice of major announcements with frequently asked questions

Monthly emailsKey themes focused with talking points and additional resources

Special sessions

Hosted virtual meetings to allow for Q&A with leaders in connection with the advance

notices

Engagement workshops

Focused on empowering managers as leaders and

giving them tools to do soA COMMUNICATIONS CHANNEL

TRANSPARENCY

Transparency compels action Average compliance in 2015

9%Average compliance in 2016

5%Improvement

44%

Transparency compels action Average compliance in 2015

16%Average compliance

in 2016

3%Improvement

81%

3-12 Adoption Impacts

Number of Releases with Date Shifts

We set the 12% risk rate target in Sept, when 3-12 adoption was just getting underway and have been under the target throughout 2016.

We started measuring predicability based on date shifts in Jan, but of note are improvements in LS where the average where the monthly avg for May-Dec 2015 was >7 and the current avg Jan-Apr 2016 is <5.

In the H2 2016 we hope to ensure better predictability with improvements to 3-12 methods and culture.

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—

Make everyone your people

INFLUENCE WITHOUT AUTHORITY

Borrow the authority of others

Build your own reputation

Align your objectives

Find a soft spot in the wall

Measure and then tell people about the success

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It all comes back to the

basics

Not rocket science, just getting the basics right

Photos of OTS Project X