There is no sure-fire way to plan for the unknown, but let’s be clear: risk is not the unknown. Risk is calculated by identifying known contributors and variables; uncertainty is the space outside of risk.

In their book Strategic Planning: A Practical Guide, Peter Rea, Ph.D. and Harold Kernzer, Ph.D. note that no strategic approach fits all situations, and as a result “contingency theory rules the day” (2). What is equally true, the authors say, is that all strategies require good sense and judgment.

Great managers create rhythm, not chaos. By aligning strategies, tracking performance, and journaling progress, you can build a seamless performance planning process. These practical tips empower leaders to drive results and inspire teams. Ready to find your groove?

Struggling to get managers and their teams to prioritize performance reviews? Equip them with training, incentives, and reminders to foster a culture of meaningful feedback. When managers are accountable, teams flourish, and morale soars. Learn how to make reviews a catalyst for growth

What if your team could thrive with less stress and more focus? By defining clear competencies, values, and goals, you empower employees to align with your vision, reduce anxiety, and drive success. This human-centered approach builds trust and accountability. Ready to unlock your team’s potential?

Unlock your team’s potential by setting clear expectations through well-defined competencies, values, and goals. This approach reduces workplace anxiety, aligns employees with organizational objectives, and fosters a culture of accountability and success. By providing clarity, leaders empower their workforce to perform at their best, driving measurable results. Start transforming your team’s performance today with actionable strategies!

Tom Coughlin. Bobby Knight. Both are names you might recognize; they’re coaches whose unique -- even controversial -- coaching styles have led to great success.

Reviewing publicly traded companies, the study’s findings also revealed that companies are redefining the CEO role—separating it from the Chairman of the Board and often moving the former CEO into the Chair position. One advantage to such an arrangement is the deep knowledge the Chair can offer the current CEO.