Take it from the top. First, consider the business purpose. Is there a reason for the business to exist that is bigger than

anyone, will last longer than anyone and is a legacy worth leaving? Yes? Cool. No? Dig deeper. Because if the business is not up to something important, the team needs to re-think what the business is about. A team can’t be expected to execute at top form if they don’t have a reason that is bigger than their paycheck. Follow up the purpose check with a check on what longer term goal is served. The question being what ultimate achievement is the business dedicated to that has enduring value? Gaudi started building the Sagrada Familia Church in Barcelona that will take another several generations to finish even though he died in 1926. What is the long range achievement that the business I dedicated to? Next, the clarification of who the business is and who it is not must be razor sharp clear. What the organization stands for and what it does not must be vivid in the minds of every member of the team. Lastly, what are the goals? Split them into short, medium and long term. Make them SMART. (Specific, Measurable, Actionable, Realistic and Time Bound). If making them SMART fails, count the strategy as a candidate for the dead zone because without clear goals, strategy is meaningless. Having gotten this far, congratulations, the purpose, long range intention, identity and goals are now clear. This is a big step.