A business strategy provides the framework that helps you say no.

One of my clients was telling me recently about how other executives in her organisation keep coming up to her with new project ideas for her division. Most of which have her rolling her eyes.

I asked her how she was replying, and her response made me smile.

She tells them, “As you are aware, we have an approved strategy that we are working towards. Consequently, we don’t currently have the resources to add any new programs or projects, but I will keep them in mind when we review our strategy next year”.

Their strategy and operational plan were signed off last year by the senior executive team. And yes, one of the people coming up to her with ideas was involved in this process, which included extensive consultation with stakeholders.

Of course, if she was presented with a fantastic idea that aligned with the overall objectives, she had some flexibility to make a change, but most ideas were not going to add value to what they were already doing.

In business, a strategy provides a framework by setting the objectives, approach, tactics and measurements of success. This framework sets boundaries that help with the prioritisation of tasks. It gives you the clarity you need to focus on what’s important so your organisation can achieve its goals. It helps you say no when someone comes to you with “a great idea”.

Think of your strategy as being like a fence with a gate. Sometimes you need to open the gate so that you can get in or so other things can get out. The gate provides the flexibility that strategies (and boundaries) sometimes need. But you want to make sure that when you allow the gate to be opened, it's for reasons that serve you.

Another of my clients was telling me recently how they don’t have an overarching strategy to work towards. She believes this is why they have high staff turnover. In part this is due to people not understanding what they are working towards, but primarily it’s because they are all so overworked. Every slightly-good-idea is put into the schedule of work, with nothing being removed to make room.

This organisation is suffering from shiny-object syndrome and saying yes to everything! This means there are few if any boundaries to protect their people.

Which of these organisations looks like yours?

If you need some help with creating a strategy at your workplace, I’d love to have a chat. You can book a call here and find out more about my process here.