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January 2005
Planning to Succeed
By Jan Richards, J. G. Richards Consulting
“I think we’re lost. Yeah, we’re lost. I know we’re lost!”
Does that sound like the worried buzz at a company where you’ve worked, when the path that seemed clear
during the cool logic of business planning no longer works once you’re traveling down the road? At some point,
almost every company—and individual—comes face to face with uncertainty and best-made plans gone awry.
The people who successfully manage these events are those who are willing to adapt and change their course quickly. The
steps they take aren’t magic, but they are best practices that work like magic:
Make It Easy for Others to Follow You
Be explicit about your vision, plan, and directions. Speak in clear, concrete terms, using simple language
and descriptions that everyone can comprehend. Help your team understand the differences between the new situation
and your original plan, specifically where you’re headed, how you’ll get there, the information you’ll monitor,
and the role each person will play.
Be Clear About Your Assumptions
It’s common scenario—a team makes incorrect assumptions when developing their plan, yet never adjusts their
course, even when they learn the assumptions are wrong. As a result, they encounter difficulties that they
might have avoided. When moving forward with your plan, pay attention to your assumptions and assess whether
they’re right. Use good data and know what it’s telling you. And if your assumptions prove wrong, be ready to
adjust them, your plan, and actions.
Trust Your Instincts, but Check the Facts
Strong leaders start with a vision of success that holds up despite the chaos happening around them. They
pay close attention to their intuition and combine it with facts and feedback they gather from their team and
environment. They also hold it all together with a healthy spirit of adventure that makes their team effective
and fosters a positive outlook.
Show Confidence and Courage
This best practice is often key in tipping a team’s focus from fear and anticipation of failure to confidence
and conviction—particularly when plans must change rapidly. Armed with a clear vision, a responsive new plan, and
facts gathered along the way, you and your team can move forward with confidence.
Make Simple Agreements—and Keep Them
Meet with your team and come to an agreement on milestones and the data or metrics you’ll use to evaluate your
progress. Then make sure to stick to those agreements. This not only improves your outcome but also builds a strong,
cohesive team.
Communicate Regularly
Success requires strength, confidence, and a willingness from each team member to be involved—beginning with the
leader. Building and maintaining mutual confidence requires steady, open lines of communication. As the team leader,
you need to be clear about your decision-making process. Ask for—and carefully listen to—the information
and feedback you need. Sort, synthesize, and incorporate the input you receive, and then make sure you circle back
with your team so they’re clear. Keeping the communication flowing both ways can make all the difference between
success and failure.
Follow Through
I can’t stress this one enough. Confidence grows when your team realizes a steady stream of small victories, with
one success leading to another. Follow up. Follow through. Complete each task and keep moving.
Encourage Others
If you find yourself discouraged by the unexpected situation you’re in, your team is probably even more so—and
they’re watching you closely to see how you handle the challenge. Your moods show more than you think and greatly
influence those around you. As the leader, it’s your responsibility to help the group achieve success, despite the
circumstances facing you. Acknowledge how much the members are doing. Show your appreciation for their efforts. And
thank them for their flexibility. Your job will be much easier if you do.
Don’t Gloat or "Showboat" When You’re Right
If it turns out you were right about the direction the company should take during times of uncertainty—and naysayers
on your team were wrong—don’t gloat or “showboat.” It’s important to remember you reached your goal together, as a team.
Congratulate and thank everyone who contributed, regardless of the role they played. As leader, it’s also your job to
make sure they feel good about their joint experience, as this facilitates future collaborations.
Jan Richards (J. G. Richards Consulting) helps Bay
Area companies clarify their vision, goals, and priorities and implement strong and effective process management,
enabling them to increase revenues and decrease costs. She’s consulted for over 10 years with clients in the high-tech,
financial services, biotech, and Internet arenas.
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