October 15, 2012
CEO: Does Your Team Have Control of the Ball?

“The only players who survive in the pros are the ones able to manage all their responsibilities.” – Tom Brady, Quarterback of the New England Patriots

Football, rugby, or any other sport
organized around a finely-tuned playbook, requires players to understand
roles and execute plays in both familiar or unplanned situations. Each
player has defined roles and responsibilities based on his skills;
that player is fully aware of his role, the roles of others and has
studied the plays. A solid playbook enables a cohesive team to maintain
control of the ball and win.

Does your company’s playbook have:

This all too common, weak people/process combination creates lots of
broken plays. Basic things like roles, skills, processes really should
be a given in any organization.

But if that’s what’s ‘supposed
to be’, then why have I regularly seen many corporate fumbles, pigpiles,
tangled situations and outright conflict over ‘who does what and how’?

Thinking Horizontally

Many organizations are driven (dominated?)
by a particular function such as engineering, sales, production, or in
the case of professional service firms, project delivery. In my consulting and coaching work,
I’ve worked with strong CEOs that are able to push the business forward
by being grounded in one of these personal skill sets. This
functional strength can be a real asset, and in many cases, it was the
driving force that launched the company and enabled it to grow.

In initial group meetings with company teams, to break the ice I often ask a variation of the question:
“Who runs the company, sales, manufacturing or engineering.” After I
ask the question, I wait to hear the noise from the pin dropping…:)

As a company’s overall operations increase in complexity, great execution only happens if all
the business functions work together seamlessly. However, some of the
same CEOs that are grounded in one strong functional skill set don’t
make needed changes to their process/operational playbook as the company
evolves. The CEO may ignore or trivialize the importance of looking at the overall business ‘horizontally’.

The Line of Scrimmage

Most of the confusion I’ve experienced related to process playbooks
has been in organizations that have a complex sales process that

  • custom or semi-custom products
  • customer orders with product/service specifications that could change from order to order
  • contracts/proposals that have unique conditions
  • high customer expectations related to quality, testing, product acceptance

Examples of a some of types of organizations that fit these order profiles are:

  • specialty boxmakers
  • magazine printers
  • specialty window, door manufacturers
  • precision machining
  • chemical formulations
  • custom industrial equipment
  • IT consulting
  • various professional service firms
  • lots of others you could name

Piling On –> Breakdowns in Key Processes = Trouble

What happens when the process playbook doesn’t exist, is getting dusty on the shelf, or needs a complete overhaul?

Piling on happens when:
a) sales doesn’t get the order specs correct…there are flaws in design,
scope, terms; b) estimating creates an inaccurately costed order with
incorrect pricing; c) engineering designs what sales specified but not
what the customer ordered; d) manufacturing builds what engineering
designed; e) the product fails customer tests; f) rework is needed; g)
you get the idea…

What are some of the negative impacts on the business performance
when a company doesn’t have a clear playbook or deviates from the
process playbook? Here’s a sample:

Solutions: How to prevent pigpiles, fumbled balls, and losing the game

Fixing process problems like those
noted above is not a complicated task. It’s actually pretty simple to
implement the necesssary changes, but the basics often get lost in the
the day-to-day shuffle.

1) Establish process flows for unique as well as routine projects and stick to them

Breaking down the process into well-defined
pieces facilitates successful execution – once processes are clearly
articulated, people need to study their playook, understand their
particular functions and own them.

2) Based on the particular process, define clear roles and responsibilities

I do this. You do that. (Why does this have to be hard?)
People need to do their job and be accountable for performance.
“That which is owned by all is cared for by no one”. (Unknown)

3) Establish a clear communication system horizontally across
the process chain and vertically through management so that glitches
are caught early

For example, if a key person in the chain will be on vacation or is
ill during production, who needs to step up and carry the ball?

4) Management, through training, repetition, and even incentives, needs to reinforce the use of the process playbook

In organizations that tend to operate in a seat-of-the-pants mode,
this may be the most difficult problem to solve. This is particularly
true if there are employees who have difficulty sticking to their own
functions. Commit to a cultural change program.

For incentives, why not reward the excellent winning ways of using
the playbook? When the team(s) deliver excellent products, on time,
don’t forget to recognize it.

5) Revisit processes on a regular basis

What’s working? What needs tweaking? Do we have the resources we need
to keep our customers satisfied? What about the team? Changes in
personnel, especially when the products involve technical expertise,
might invite revisions to the playbook.

Does your company have control of the ball? If not, are you ready to ‘think horizontally’ and get your playbook in order?

Jim McHugh is an experienced executive and a CEO coach.  You can find this post, as well as additional content on his blog called 9Stucks.  You can also follow Jim on Twitter (@9Stucks) by clicking here.