RYD Business Good to Great Framework

RYD Business Good to Great Framework is sourced in Verne Harnish's Scaling-up and Shannon Susko's Metronomics. It has 7 systems for leaders to lead themselves, their people and their business from good to great. 

1. Nurturing Culture System: The purpose of this system is to ensure that there is a clear, known culture that creates the team’s strong belief in the Core Purpose, team behavioural values, and the very long-term 10-year to 30-year goal for the organization. It’s the necessary foundation of all super-performing teams. It is a daily repeatable, behavioural system that ensures that a company’s culture is not something static on paper or up on the wall but something that pulses in the organization every day, starting with the CEO.

2. Cohesive Team System: All winning teams are highly cohesive. It takes time, discipline, and focus to develop a cohesive team. This is a practical system to ensure that team cohesiveness progresses and evolves every day in an organization, not just at an offsite two days per year.

3. People Excellence System: is a repeatable, practical, efficient system to ensure that all the functional roles the team requires to win are consistently filled with A-Players. A-Players ooze the company’s Core Values and consistently exceed performance expectations; they’re attracted to being measured and held accountable for the position they volunteered to own on behalf of the team in the company. They want to be coached and given the opportunity to grow.

4. Winning Strategy System: The Strategy System is a progression that ensures the leadership team collaborates to create the most differentiated, confident strategy for their business. It keeps the company in a unique and valuable position, making sure its set of differentiating activities remain relevant and appealing to Core Customers.

5. Aligned Execution System: ensures there are clear, specific, accountable priorities that are owned by leaders and measured for the company on the basis of a 1 Year Highly Achievable Goal or annual plan (1HAG) and a Quarterly Highly Achievable Goal (QHAG) or 90-day company plan. These company priorities are then aligned through the owners to other individuals on the team, who will commit and ensure that these priorities are completed before their own individual priorities.

Bringing this clarity together with a daily, weekly, monthly, quarterly, and annual focus on the plan with the team ensures that leadership teams make better, faster decisions to get them to the outcomes they had set as goals.

6. Healthy Cashflow System: forecasts cash first. The forecast is owned by the whole leadership team, not just the finance team. The process is to forecast cash first and then the “widgets,” the non-fiscal things that flow through your business: the things in your business that your team controls. Forecasting widgets, which team members own and control, directly connect the team to a very achievable and realistic plan that in turn connects directly to the cash balance required to grow your business.

7. Coach Cascade System: The purpose of the Coach Cascade System is to grow all leaders into coaches themselves and their teams into high-performing teams connected through the corporate plan. This is a part of the secret sauce that creates exponential momentum in the team’s high-growth results.

The Coach Cascade System takes the leaders’ and the team’s behaviour to the next level. It takes the team’s cohesiveness to the next level of behavior and vulnerability, ensuring that every leader becomes a coach who can create other coaches within the organization: hence the Coach Cascade System. 

This Coach Cascade is easiest when you work with an expert CEO+Leadership team coach who coaches the CEO to coach the leaders, and coaches the leaders to coach their own teams, and so on. This is the progressive system that allows leaders to grow into a “Level 5 Leader,” as Jim Collins has coined it, or what Robert Anderson and William Adams call an “Integral Leader” in their book Scaling Leadership or Gear 5 leaders as we call them in RYD. 

In order to grow up our company, we must grow ourselves as CEOs first — and then our leaders and team — into humble coaches with a fierce commitment to the purpose and goal. Having the willingness and desire to get to this level will exponentially transform your company’s outcome and the life you live.

Let's keep learning, implementing and massively contributing to joyously lead ourselves, our kids, our relationships, our people and our businesses from good to great, realise our dreams and have it all with ease and grace; while having lots of fun and adventure together along the way.

Loving you,
j.
Source: Metronomics by Shannon Byrne Susko
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