90% of the companies fail to execute their strategy:

Want to know how the remaining 10% manage to do it?

I want to introduce an extremely useful concept:

The Strategy Pyramid.

This is the concept shared by Wendy McGuiness (2011).

It summarizes the 9 key pillars of successful strategy and its execution, divided into 3 main categories: purpose, strategy and execution.

A) Purpose:

1. Mission:

Defines the fundamental purpose or reason for the existence of the corporation, answering questions like "Why do we exist?" and "What is our core reason for being in business?"

2. Values:

Sets out the guiding principles and beliefs that shape the corporate culture and decision-making processes, reflecting the organization's ethical standards and desired behaviors.

3. Vision:

Paints a clear picture of the desired future state of the company, providing direction and inspiration by answering the question "Where do we want to be in the future?"

B) Strategy:

4. Strategic Intent:

Outlines the overarching goals and objectives of the organization, defining the desired outcomes and the path to achieve them.

5. Drivers:

Identifies the key factors or strategic priorities that will drive the company's success, such as market expansion, product innovation, cost leadership, or customer experience.

6. Enablers:

Represents the resources, capabilities, and infrastructure needed to execute the strategy effectively, including technology, human capital, financial resources, etc.

C) Execution:

7. Targets and Initiatives:

Sets specific, measurable targets and initiatives aligned with the strategic objectives, providing actionable steps to move the organization forward.

8. Performance Indicators:

Establishes metrics and key performance indicators (KPIs) to track progress toward goals and assess the effectiveness of strategic initiatives.

9. Strategy Map:

Communicates the corporate strategy in a clear manner and ensures alignment across the organization.

These categories provide a framework for corporate leaders to:

1) Articulate the purpose of the organization,
2) Develop a clear strategy to achieve its goals,
3) Execute it effectively

Make sure you address all the points:

As they are equally important.

_____

A title doesn't make you a leader.


How you choose to treat your team does.


Credit to: Dora Vanourek
Follow her for more leadership insights.


Original post below:





"A title doesn't make you a leader.

How you choose to treat your team does.

Your words have power:
they can either lift your team up or tear them down.

Micromanagers destroy trust and create anxiety and fear. They:

↳ Control every step, leaving no room for creativity.
↳ Demand constant updates and reports.
↳ Second-guess every team decision.
↳ Obsess over imperfections.
↳ Hover over every detail.

Leaders who trust empower their teams. They:

↳ Create safe spaces to take risks.
↳ Value diverse perspectives.
↳ Encourage innovation.
↳ Show genuine care.
↳ Enable growth.

Trust builds teams.
Micromanagement breaks them.

Choose wisely.

Be the leader you wish you had.

♻ Repost to inspire healthier leadership.
Follow Dora Vanourek for more."


____________


Pull up a chair, the best conversations happen here.
The Leader's Table

You want to become a paid speaker?

Here's why so few people achieve that goal:

Most people in those early stages have the right intentions, but focus too much on their topic and not enough time understanding how the business of speaking works.

Because it is a business.

They write a talk.
Update their social profile that they're a keynote speaker.
Post some of their ideas for others to see.
Tell their friends and colleagues that they're a professional speaker.

Maybe there's a couple early wins, but there's no real momentum or sustainability.

Here’s what successful speakers actually do:

They treat this like a business, not a hobby.

Let me show you the difference:

What most people do:
– Create a talk without knowing who it’s for
– Talk about a topic or their own story, but don't solve a real problem for the audience
– Ask their network of connections for stage time
– Post vague content hoping someone notices

What real speakers do:
– Start with the market, not just their idea
– Study what’s already working
– Position themselves with clarity and confidence
– Build proof, then momentum, then income

Here’s how to get out of your own head and into the game:

➡ Go to a speaker bureau site like WSB, BigSpeak, or Gotham
➡ Click on a category like AI, culture, sales, or innovation
➡ Filter by fee range
➡ Look at taglines, bios, and pricing
➡ Ask yourself:

Is my topic truly unique?
What marketing assets do they have in place (website, video, social profile)?
Do I actually bring something different to the table?
Are others getting booked for this topic?
Could I eventually charge what they charge?
And most importantly…
Do I feel excited after this exercise — or intimidated and drained?

You don’t need to be the only one in your lane. With others in that market category, it validates that there is a category.

Stop wondering if you can do this. Start studying the game strategically to really understand how it works.

Most people think remote work looks like this:
(They're dead wrong)

It's not...
Netflix on in the background
A laundry cycle between meetings
Fancy lattes in the kitchen
A dog in every Zoom call
Hot tubs whilst wiggling the mouse

For high performers, here's what it looks like:
Fewer distractions
More focused mornings
Deep work without side chats
Results over office optics
Outside work balance

The research supports it too:
McKinsey found remote teams waste 45% less time in meetings
Gallup found remote workers are 31% more engaged than office workers
Owl Labs saw 90% of remote workers report higher productivity

Personally... I find the office distracting

Whilst side-conversations do promote innovation, the cost is deep-work

The reality for me is the following:
Office = meetings, distractions, commute, repeat
Remote = intention, autonomy, impact

Let's be clear though:
The location doesn't make you productive
YOUR HABITS DO!

Location should be irrelevant

And the data supports this:
McKinsey research shows hybrid workers report better focus, productivity, and work-life balance than office or remote workers

Share in comments:
Your best work environment
Daily focused hours
Biggest remote work win

Repost this to your audience.

The Hidden Psychology of Leading Multiple Generations

"They just don't get it."
Every leader I talk to feels this tension.

The modern workplace spans 4 generations, each bringing unique strengths. Here's the real story behind the stereotypes:

1️⃣ Boomers (12% of workforce)
Everyone says: "They resist change"
→ Real priorities: Structure, legacy, dedication
→ Hidden strength: Your experience vault
→ Power move: Give them mentor status, tap into their stories

2️⃣ Gen X (27% of workforce)
Everyone says: "Too busy surviving to lead"
→ Real priorities: Autonomy, results, efficiency
→ Hidden strength: Your most self-reliant leaders
→ Power move: Set clear outcomes, then step back

3️⃣ Millennials (35% of workforce)
Everyone says: "Always wanting feedback"
→ Real priorities: Purpose, growth, innovation
→ Hidden strength: Your strategic innovators
→ Power move: Connect daily work to bigger impact

4️⃣ Gen Z (26% of workforce)
Everyone says: "Can't focus, always online"
→ Real priorities: Wellbeing, diversity, impact
→ Hidden strength: Your cultural catalysts
→ Power move: Build psychological safety into every interaction

The real skill?
Stop managing generations. Start leading humans.

What's the biggest generational stereotype you've proven wrong in your career? Share below.