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Rhythm Blog | Strategies for Growth

by Patrick Thean and the Rhythm Team

Priority ZERO: Make COVID-19 Part of Your Survive, Recover and Thrive Mentality

Barry Pruitt Fri, Jun 26, 2020 @ 12:58 PM

We all know we need to be prepared for the worst—while striving for the best—when it comes to the effects of COVID-19, and the market has proven that leaders who remain calm and focused are better able to steer their team through turbulence and uncertainty. However, my experience is that many leaders and leadership teams do not know how to do this.

I'm being asked by CEOs worldwide, "What few things must I focus on now?" Even when leadership appears calm like a duck on the surface, many leaders today are paddling like mad underwater with only a finite few that have clear direction.

7 Essential Skills for the Future

Jessica Wishart Tue, Jun 23, 2020 @ 11:03 AM

A little peek behind the proverbial curtain for you: I have a digital notebook (I use Evernote) where I capture blog ideas as they come to me. I periodically review that list to see what topic ideas I may be able to research and write out as a full post. I had an idea in January to write about the need to invest in workplace training to help upskill team members for the future of work.

I wrote the following draft of a first sentence: "Maybe 2020 isn’t quite the future we imagined.” Looking back on that now, I can confidently say most of us never predicted a global pandemic, economic upheaval, and social unrest—and we are only through the first half of the year.

The Five C's of Leadership and Team Accountability (Updated for 2020)

Cathy McCullough Mon, Jun 22, 2020 @ 09:00 AM

From a leadership perspective, there’s a real thirst for increasing leadership accountability. Executives have recently asked me various questions that linger over the concept of building team accountability to help them achieve their strategic plans while creating high performing teams:

“How do I build accountability in teams?

What else can I do to get people to do what we need them to do?”

“How can I hold a team member to be held accountable and still be seen as a good leader?”

"How do I balance leadership accountability and personal accountability when building a team?"

"Creating a culture of accountability is hard, how do I provide constructive feedback without being the bad guy?"

Building team accountability requires that we understand a few dynamics because it’s more complicated than we might recognize.  It goes above and beyond the responsibility for the outcomes, which is obviously important, but effective leaders know that they need a culture of accountability in their teams that provide the inputs needed to achieve the expected team performance.

3 Year Strategic Plan Examples

Jessica Wishart Tue, Jun 2, 2020 @ 11:25 AM

Many companies I work with have an Annual Plan and some foundational strategic elements, like Core Values, Core Purpose and Mission/Vision/BHAG (Big Hairy Audacious Goal). However, these companies often don’t take time to define goals on the 3-5 year time horizon. This is an important step, because these 3-5 Year Plans form your base camps on the way to achieving your longer-term strategy. They allow you to brainstorm big ideas that will help you grow beyond just this year.

Working on your 3-5 Year Strategic Plan is a best practice during your 2-day annual planning session, but what should the outcome of that time look like? What do you need to accomplish in that time?

OKR Spreadsheet: Why You Shouldn’t Use Spreadsheets for Your OKRs

Jessica Wishart Sun, May 31, 2020 @ 11:03 AM

I’ve just finished reading John Doerr’s book, Measure What Matters: OKRs - The Simple Idea that Drives 10x Growth, and it is full of really practical goal-setting tips and great stories from real companies like Intel, Google, and even a few smaller companies. What struck me throughout the book, though, is that the companies in many of these stories rely on spreadsheets, documents saved in company intranets, or even Post-it Notes hung up in their offices (and in one story, by the toilet) for communicating the goals. Using a spreadsheet or paper-based process for OKRs is like parking your Ferrari on a busy street under a tree on garbage day. Why would you risk ruining something so beautiful as a well-written goal with poor communication and accountability?

Welcome to the Team!  15 Tips for Effective Onboarding (Checklist)

Chris Cosper Sun, May 31, 2020 @ 09:00 AM

Do you spend more money on going away parties when someone leaves the company than you do welcome parties when someone joins?  This was a question posed by Jack Daly a few years ago at one of the Fortune Growth Summits.  Our team really connected with the idea of treating a new employee’s first day like a celebration, and over the past few years we have created an internal process called “Great First Day" as a critical part of their employee onboarding process.  How do you make employees feel welcome from their very first day that they join our team?

Turn 880 Pages of Complexity into How You Care for Coronavirus Relief

Barry Pruitt Thu, May 7, 2020 @ 11:44 AM

The 880-page CARES Act requires ongoing, focused effort to reduce the complexity to useful information. Just like filing taxes, some are doing it themselves, some have hired the least expensive option, some have found professionals or teams that get the best results, and some are stuck in the process. CEOs and execs shouldn’t take this responsibility lightly, without careful thought, or overlook it just because you’re in great financial shape today. Consider how you will investigate and implement your options, through a team of professionals (internal or external), an internal champion, or a hired outsider.

Work Execution Platform: CEOs Need a Business Execution Platform

Ryan Walcott Thu, Apr 30, 2020 @ 02:03 PM

Have you ever wondered just what is going on in your business, how well things are going, and why? How can you know for sure that your people and teams are focused and aligned to achieve your long-term growth strategies and goals? How can you ensure you are doing the right things to attract the best talent and keep them happy in your company so they won’t leave you? These are all questions that an Enterprise Work Execution Platform can help you answer.

Growth Goals: Does Your Organization Have The Right Rhythm of Work To Achieve Them?

Cindy Praeger Thu, Apr 30, 2020 @ 11:03 AM

Blog written by Cindy Praeger & Guest Blogger, Eskinder Assefa

What Drives Your BHAG's Economic Engine? Profit per X Examples

Jessica Wishart Thu, Apr 30, 2020 @ 09:00 AM

Your Profit/X (profit per X)or financial engine is one of the components of Jim Collins’ Hedgehog, and one of the three key areas to consider when working on your BHAG. Your profit/x is how you choose to make money; it is a strategic metric, not an operational one. This ratio is a key driver in your financial engine, and when you make decisions about how to spend money (which products to launch, where to open new locations, how many people to hire), you should be guided by asking how it maximizes your profit per x.  

Insight into the right financial driver can help your company succeed even if you are in a failing industry. The question Jim Collins offers in Good to Great to help you come up with this strategic metric is “If you could pick one and only one ratio - profit per x (or, in the social sector, cash flow per x) - to systematically increase over time, what x would have the greatest and most sustainable impact on your economic engine?” (p. 104).