How would you manage expectations when board members request changes to long-term plans at short notice?

It may happen that due to some unexpected situation such as Covid19, war, revolution, fundamental changes in the market etc. the company has no way but to change the planned strategies and the board members instruct the managers to change the long-term plan of the company. In such cases, I would ask the board members to explain the reason for such request first, then I will make deep assessment and analyze the situation to see if request of the board members is justified and there is no better solution to be adopted.

This sometimes occur when either the company or the region is faced with extra ordinary circumstances. Any long term business plan must have envisaged potential challenges and alternative strategy to meet such circumstances.

Open Dialogue: Foster an environment of open communication with the board. Encourage them to share their thoughts and concerns openly, without fear of reprisal. This will help build trust and understanding.

Communicate transparently about potential risks and challenges, and provide data-driven insights to set accurate expectations. Be prepared to explain the rationale behind key decisions and how they align with long-term objectives. It helps to regularly update the board on progress, highlighting both achievements and any adjustments needed. We need to build trust by consistently delivering on commitments and demonstrating accountability.

When a plan is set in motion, it is incumbent upon the entire team, staff and volunteers to stick to the plan or propose amendments which will then need to be discussed first in committee and then adopted by the board. Fore sure, rule by committee is slower than perhaps businesses regularly operate. But it is important for the Chief Executive and the President of the Board to convey to everyone that the process is part of the execution. It will fall to the President of the Board to communicate these facts to the board member seeking changes.

Before a misalignment occurs, consider adding language to corporate bylaws that outlines the process for when the board and company leaders disagree on a material change. This could include a reasonable time frame allowing the company to research/respond to the change requests and some method of mediation or sub counsel to work through issues. Knowing this protocol in advance enables each party to calmly pursue the next steps.

Propor soluções que não comprometam os objetivos principais da empresa requer criatividade e análise estratégica. Isso pode incluir a apresentação de ajustes incrementais que testem novas abordagens antes da implementação total, ou a exploração de oportunidades emergentes que complementem a visão estratégica existente. Essas soluções não apenas demonstram adaptabilidade e compromisso com o sucesso a longo prazo, mas também promovem um ambiente de inovação e colaboração entre a liderança executiva e o conselho. Outro ponto é o alinhamento entre o executivo principal e os membros do conselho, isto demonstra maturidade e confiança mútua entre as partes interessadas.

When addressing the board's concerns while maintaining the long-term strategy, consider the following alternatives: 1. Compromise Solutions: Propose a middle ground and emphasize the benefits of compromise. 2. Resource Reallocation: Explore reallocating existing resources to meet the board's requests. 3. Pilot Programs: Suggest running pilot programs to test new approaches. 4. Collaboration with External Partners: Consider partnerships to achieve specific goals. 5. Long-Term Roadmap Adjustments: Propose adjustments to the long-term strategy to accommodate the board's requests. Remember to communicate openly with the board, emphasizing the company's commitment to success while respecting their input.

Gerenciar expectativas diante de solicitações de mudanças abruptas nos planos de longo prazo pelo conselho exige uma abordagem estratégica e equilibrada. Propor implementações graduais pode ser uma solução eficaz, permitindo ajustes iterativos e mitigando impactos disruptivos. Isso não só facilita a adaptação organizacional, mas também fortalece a comunicação e o alinhamento entre todas as partes envolvidas. Ao adotar essa abordagem, podemos garantir que as mudanças sejam integradas de maneira sustentável, preservando a continuidade da estratégia de longo prazo da empresa e maximizando os resultados positivos para todos os stakeholders.

Implementar cambios sobre un objetivo de largo plazo de forma gradual puede llevar al fracaso de dicha implementación por las resistencias al cambio existentes dentro de las organizaciones. Supongamos un cambio de sistemas de SI/TI, gran parte del personal mostrara resistencias a ese cambio, por ello, cuanto menos gradual sea su realización, menor espacio de resistencia generaremos. No quiero decir que se haga de un dia para otro, pero si marcar una fecha limite, y asumir un periodo de tormentoso, pero del que se sale.

Importante ter esta agenda positiva com o conselho e demonstrar os resultados após as mudanças, mas monitorar o progresso não se limita apenas a números e KPIs; é essencial também capturar e comunicar o contexto por trás dos resultados. Isso inclui insights qualitativos sobre como as mudanças estão sendo percebidas internamente e pelo mercado, além de identificar quais aspectos estão impulsionando ou dificultando o progresso. Ao reportar ao conselho, destacar não apenas os números, mas também os aprendizados estratégicos e as adaptações feitas ao longo do caminho, fortalece a compreensão mútua e ajuda na tomada de decisões mais informadas e alinhadas com os objetivos de longo prazo da empresa.

Offer alternatives to the Board if the plan proposed by them is not viable and be clear about your professional opinion. It should not be mere opinion but a professional opinion with a analytical approach. Present the analysis of the pros and cons vis a vis the alternative/s proposed by you. Clearly explain trade-offs and the potential impact. Make informed decisions with a aim to professionally guide. Set aside ego or care a damn attitude and work for a common vision envisioned by the BOD in the best interest of the company. -@Henrietta Newton Martin

Continuous monitoring of progress following the implementation of changes is vital for achieving desired outcomes. This process involves conducting regular check-ins to assess whether the new strategies are effectively meeting objectives. In addition to tracking KPIs, it is important to analyze qualitative feedback from team members and stakeholders, as this can provide deeper insights into the practical impacts of the changes. Keeping the board informed with up-to-date reports and insights builds trust and encourages a culture of transparency and accountability. This approach ensures that both management and the board can engage in informed discussions, allowing for timely adjustments to the company's strategic direction as needed.

Monitoring progress is crucial for company alignment. Here are the steps: 1. Define Clear KPIs: - Identify specific measurable, relevant, and time-bound metrics for success. 2. Regular Check-Ins: - Schedule meetings to review progress, achievements, challenges, and adjustments. 3. Data-Driven Insights: - Collect and analyse data using dashboards or reports to identify patterns and areas for improvement. 4. Transparency and Communication: - Keep the board informed through concise reports and foster open communication. Remember, transparency and adaptability are key. By monitoring progress diligently, you'll make informed decisions and maintain a positive dialogue with the board.

Balancing short-term demands with long-term vision is crucial. When board members request sudden plan changes, I emphasize the importance of strategic alignment. By calmly explaining potential impacts and offering alternative solutions, I foster a collaborative approach. For example, if a board member suggests a new market entry, I'd outline resource implications, market analysis timelines, and propose a phased approach to mitigate risks while exploring opportunities. This demonstrates respect for their input while safeguarding the company's overall strategy.

Managing risks is crucial for ensuring stability and success. This involves developing comprehensive contingency plans that address potential setbacks, such as delays, budget overruns, or resource shortages. Additionally, maintaining operational flexibility allows the organization to adapt swiftly to unexpected challenges. By preparing for various scenarios and outlining clear response strategies, you can demonstrate to the board that their decisions are being implemented with careful consideration of potential risks. This proactive approach reassures the board that the company is equipped to handle uncertainties responsibly, thus reinforcing their confidence in the strategic direction.