Having said that, back to the quote and how did I came up with that one?<\/span><\/p>\n It was in the preparation of a series of workshops. The question addressed to us was to define a strategy for execution. In the talks with the client we discussed issues on a shared understanding of the direction the company, the process of decision making and its decision makers and how people can become responsible for certain focus areas and execute actions towards clients and stakeholders.<\/span><\/p>\n For those who reads this and are experienced facilitators \u2026 this workshop was not about the \u2018classic\u2019 Real Time Strategy.<\/span><\/i><\/p>\n During the preparation, brainstorm and \u2018trying out sessions\u2019 at home \u2013 I remembered another client. That client was in the process of a big change program. And although this blog isn\u2019t about that assignment, it did remind me about a specific element on leadership and the impact on the culture, specifically the subculture within TOP management; they were not aligned.<\/span><\/p>\n So, how was that with our client? We really got the impression they were aligned. So, what kept them from executing a strategy. I mean \u2026nothing wrong with asking others to help out of course. Even more, it could be understood as a positive element of leadership itself .. co-create, ask others to challenge yourself or fill in the blind spots. It was something else that kept me thinking.\u00a0<\/span><\/p>\n![\"\"](\"http:\/\/www.seriousplay.training\/blog\/wp-content\/uploads\/2019\/06\/Only-the-best-is-good-enough-3-1.jpg\")
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