Saltwater Consulting

Wishing our customers, partners and network an operationally excellent 2025! May you all scale well 🚀

Wishing our customers, partners and wider network a wonderful Christmas! All the very best for 2025 🚀 #ScalingUp #OperationalExcellence #TeamAlignment

Digital transformation is fundamentally a people-centric strategy, yet 70% of such initiatives fail, according to McKinsey. Employee Experience (EX) is now critical. Defined by employees' perceptions of their interactions with the organisation, EX is increasingly linked to Customer Experience (CX). Positive EX is crucial for delivering a positive CX. Accenture found that companies with excellent EX outperformed the S&P 500 by 122%, largely due to active investments in employee support, training, and AI tools. Tracking EX metrics like time off, happiness, safety, and promotion opportunities is vital. For instance, happy employees are 13% more productive, as per a University of Oxford study. Acting on these insights drives true transformation. Businesses must prioritise EX, align it with business KPIs, and recognise that digital transformation is inherently a people strategy. This is a summary from an article Allan Boyle wrote for Thinkbusiness.ie post pandemic and is still very relevant: https://lnkd.in/gfWf5yip #operationalexcellence #scalingup 🚀

Documenting handover processes between teams reduces blindspots. #operationalexcellence #scalingup 🚀

Mind the gap Operational gap analysis is a critical tool for identifying inefficiencies and pinpointing areas for improvement within an organisation. By systematically comparing current performance against desired benchmarks, teams can clearly see where they are falling short and why. The "Path to Green" is about taking actionable steps to close these gaps and achieve optimal performance. It involves setting clear targets, implementing corrective actions, and continuously monitoring progress to ensure goals are met. Embracing this proactive approach not only drives operational excellence but also fosters a culture of continuous improvement. #OperationalExcellence #ContinuousImprovement #PathToGreen #Leadership

We've all encountered it: the infamous "sh*t sandwich" feedback method. For those unfamiliar, this approach layers criticism between two slices of praise. While it might seem like a gentle way to deliver negative feedback, it's actually counterproductive for several reasons: Dilutes the Message: When you sandwich criticism between praise, the core message can get lost. Recipients may focus more on the positive comments and miss the critical feedback that needs attention. Feels Inauthentic: Employees often see through this tactic, making the praise seem disingenuous. Authenticity is key to building trust, and mixed messages undermine this trust. Delays Development: Clear, direct feedback is crucial for growth. By softening the blow with compliments, you're delaying important conversations that could lead to meaningful improvement. Creates Confusion: Mixed messages can leave the recipient unsure about their performance. Clear, direct, and specific feedback ensures they understand what's working and what needs to change. Instead, embrace a culture of honest and constructive feedback. Here’s how: Be Specific: Focus on concrete examples of what needs improvement. Stay Objective: Remove personal bias and focus on the behavior or outcome. Offer Solutions: Provide actionable steps to address the issues. Follow Up: Check in to support progress and acknowledge improvements. Honesty and clarity drive personal and professional growth. Leave the "sh*t sandwich" in the past. #Leadership #Feedback #CommunicationSkills #OperationalExcellence

Micromanagement stifles creativity, reduces morale, and hinders productivity. Here are three common examples and best practices to avoid it: 1️⃣ Excessive Check-Ins Example: Constantly asking for updates on tasks. Best Practice: Set clear expectations and milestones. Trust your team to meet deadlines, and schedule regular but spaced-out check-ins. 2️⃣ Over-Detailed Instructions Example: Providing step-by-step directives for every task. Best Practice: Communicate the desired outcome and let your team determine the best approach. Encourage innovation and ownership. 3️⃣ Limited Delegation Example: Only assigning minor tasks while keeping major ones for yourself. Best Practice: Empower your team by delegating significant responsibilities. Provide support and resources, then step back to let them succeed. Trust, clear communication, and empowerment are key to effective leadership. #Leadership #Management #Empowerment #WorkplaceCulture

Team alignment is essential for achieving organisational goals and fostering a collaborative culture. Here are three examples where team alignment has made a significant impact: Google’s OKRs (Objectives and Key Results): Google uses OKRs to align teams with company objectives. This transparent goal-setting framework ensures everyone is on the same page, driving focus, accountability, and measurable outcomes across the organization. Spotify’s Squad Model: Spotify’s unique squad model aligns teams by breaking down traditional silos. Each squad operates like a mini-startup, focused on specific features or services. This alignment promotes agility, innovation, and a strong sense of ownership among team members. Salesforce’s V2MOM Framework: Salesforce aligns its teams using the V2MOM framework (Vision, Values, Methods, Obstacles, and Measures). This approach ensures clarity and coherence in goals, strategies, and execution, enabling teams to work harmoniously towards common objectives. Aligned teams are the cornerstone of successful organisations, driving performance and fostering a positive work environment. How does your team stay aligned? If you want to learn more about our organisational alignment assessment please reach out to us: https://lnkd.in/e84QJwF6

While expertise is crucial, the true magic happens when bringing on board individuals who can amplify your company culture. A vibrant company culture drives innovation, collaboration, and employee satisfaction. It's the glue that binds your team together What to look for: 👉 Values alignment: Seek candidates whose personal values resonate with your company's mission and vision. 👉 Cultural contribution: Look for those who bring diverse perspectives and can contribute to your dynamic environment. 👉 Passion and enthusiasm: Prioritise individuals who are genuinely excited about what you do and eager to be part of your journey. By hiring people who enhance your cultural fabric, you build stronger, more cohesive teams that are better equipped to tackle new challenges and opportunities. Invest in people who believe in your vision and are ready to make a positive impact. 🚀 #TeamBuilding #Innovation #Leadership #WorkplaceCulture

How do you look at challenges? As problems or opportunities?