What is Execution?

‘A systematic process of rigorously

discussing the HOWs and WHATs,
questioning, tenaciously following-
through and ensuring accountability”
 The Gap nobody Knows

• 70% of strategic failures are due to poor execution of leadership

• What a company’s Project Manager wants to achieve & the ability of their
organization to achieve it
 Execution is a Discipline
Execution is the job of a
Project Manager

Execution requires
Execution has to be in the
constructive & persistent
culture
probing
 Building the 3 blocks of Execution

- Execution doesn’t happen by chance, but through integrating and

operating:

• BLOCK ONE : PM’s 4 essential behaviours

• BLOCK TWO : Creating Execution Culture

• BLOCK THREE : The Job No Leader should delegate- Having the right
people at the right place
 BUILDING BLOCK ONE : Leaders 4 Essential Behaviours
1) Insist on Realism:
- Some talk about strengths eliminate weaknesses
- Don’t filter out bad news- address it
- Leaders who value realism will be just as interested in analysing what’s
going wrong + what’s done right

Eg. – Leader’s complete involvement during the issues as appropriate.

a) In one of the client managed by me ( Coca Cola), there were around more than 1000 tickets, took over the
support from all the team understood the reason and extend the necessary support, given necessary idea to close
the gaps which help us to reduce the call to <50 within few weeks.
b) During the loss of business and when there are fear factor of losing of job , we spoke to engineer make him
known about the situation and educated them about alternate option made available by CMSIT, which helped to
removing the factor among them. Which in tern help employees to perform better.
c) For one of the account, where payments are getting delay. Analysed the reason for delay ( Invoicing
submission without supporting documents)and worked for resolution. Which helped us to get the payment on time.
2) Follow Through:
- Good PM’s make people feel accountable by monitoring
- Employees become reflective of the work they do

Eg. – Continuous monitoring of the team sets appreciation with reflection/

consecutive low performance can be improved by training further

3) Reward the Doers:

- Performance should be rewarded and respected by the organisation
BUILDING BLOCK TWO : Creating Execution
Culture
•The Basic premise is simple: Culture change gets real when the PM’s
aim is execution.

• PM doesn’t need a lot of complex theory or employee surveys to use

this approach. You just need to change peoples behaviour so that they
produce results
 Tell People clearly the results you’re
looking for

Discuss how to meet SLA, Gross Margin as a

part of SLA Training program

If they come up short,

Reward everyone who you provide additional
gets specified results training, withdraw
rewards.
When you do these things consistently, you create a culture of getting things done.
 BUILDING BLOCK THREE : The Job No Leader should
delegate- Having right people at the right place
WHY THE RIGHT PEOPLE ARENT IN THE RIGHT JOBS?
- Because PM’s don’t pay attention to the team, but are too busy thinking
about how to make their companies bigger and better than competitors.
•Lack of Knowledge- The PM’s need to know enough about the Employee’s
they’re appointing.
•Lack of Courage- The PM’s need to have the courage to discriminate strong
and weak performers and take necessary actions.
•The psychological comfort factor- The PM’s may pick people with whom
they’re comfortable (psychologically) rather than others who have better
skills for the job.
- Ultimately, choosing the right people creates sustainable competitive
advantage.
HOW TO GET RIGHT PEOPLE FOR THE RIGHT JOB?
- Be persistent in checking references and getting to the heart of the matter
- Skill – Identify and hire the required Skill only
- Qualification – Always look for the required qualification for specific role,
avoid over qualification/ under qualified
- Communication – Average/ Good Communication for the betterment.

- Eg. – Internal rotation by grooming people.

- Selecting right candidate as per the requirement by checking by skill
set adequate communication, presentable – Example ( AXA / Vijaya Bank)
 People • Key to success of the business

• Evaluates talent
Process • Develops leadership
• Builds pipeline for succession
• Develops PM’s pipeline
Framework • Deals with nonperformers
• Links HR to Business Results

• Integrity/honesty
Rules • Common approach and language
• Frequent and open dialogue
• Execution is not tactical- it’s a discipline, a system, a set of behaviours and
techniques that companies need to master in order to have a competitive
advantage.

• PM’s are the foundation for the discipline of execution- the centre of
conceiving and executing.

• Putting an execution environment in place is hard- losing it is easy

Thank You