The second critical cornerstone of the Promisez strategy execution management system involves introducing the 'Strategy Existence System' known as the Accountability Scorecard®. This intuitive online SaaS solution deconstructs the overarching strategy into actionable components that, once executed, steer the attainment of the coveted strategic outcomes."

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At its core, The Accountability Scorecard® revolves around overseeing the precise bold actions promised by team members. These actions are closely aligned with the optimal employee practices essential for achieving the goals they collectively established and wholeheartedly own.

This approach eliminates the ambiguity in expectations as team members have a spoken and written commitment to the actions to be taken to achieve “their” strategy.

This accountability system not only catalogs all commitments but also safeguards the continued existence of the strategy (versus where many strategies end up – in a drawer or on a shelf). This is a critical departure from conventional team performance management methods. Individuals no longer operate in isolation; their actions are guided by their own commitments and their accountability to their peers – who now collectively steward the conversation around the promised actions of individuals on the team.

On a weekly or monthly basis (two system choices), the team convenes to 1) share individual promise fulfillment (compounded by peer pressure) and 2) input results into the system, producing a team-oriented progress measurement visible through an intuitive feedback mechanism (the system scorecard feature).

To answer the most obvious concern of management: any fudging of the numbers by members of the team is to be expected – everyone tries that – at first. But in the background of the system, the manager can read a report and compare each individual’s performance and the team member can see that report also. The reports facilitate employee / management reviews but are not used to manage weekly or monthly performance. Messing with the numbers doesn’t last long with the peer group in charge and dialoguing with each other about overall team performance. Imagine yourself having to report to a jury of your peers who are each individually impacted by the overall aggregated team scores generated by the system - and your singular lack of performance is now understood as the lynch pin. We no longer manage individual salespeople– we turn it over to the team to manage promises made and promises kept. In other words, we end the ‘individual team member practice’ of everyone going off on their own to go get their quotas fulfilled (possibly cut a side deal for individual performance and be praised by management or alternatively feel shamed by their feelings of “failure”.

The strategic significance of the scorecard component is unparalleled. By enabling management (who now manages promises, not individuals) and the team to observe performance gaps (anything less than 100%), it engenders a fresh conversation previously attempted through traditional management practices. This authentic dialogue revolves around the ability to recalibrate the strategy at any time during the execution process to accommodate what has been learned since promises were last made. When team members scrutinize the gap in performance for the period, they can then collaboratively inquire into the missing elements that, if they weren’t missing, they (your team)would yield a 100% in performance. This dialogue hinges on pinpointing the missing aspects – a pivotal dialogue versus just reporting in. Additionally, it provides an avenue to pinpoint areas of individual struggle, enabling more seasoned team members, or those who have successfully navigated their own challenges, to offer their assistance – so the team benefits.

This is the blueprint for constructing an enterprise capable of achieving INC. 5000-level revenue growth – a GUARANTEED transformation.