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(Download PDF) Connected Planning A Playbook For Agile Decision Making 2Nd Edition Ron Dimon Online Ebook All Chapter PDF
(Download PDF) Connected Planning A Playbook For Agile Decision Making 2Nd Edition Ron Dimon Online Ebook All Chapter PDF
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CONNECTED
PLANNING
CONNECTED
PLANNING
A PLAYBOOK FOR AGILE
DECISION MAKING
SECOND EDITION
Ron Dimon
Copyright © 2021 by Ron Dimon. All rights reserved.
Published by John Wiley & Sons, Inc., Hoboken, New Jersey.
Published simultaneously in Canada.
No part of this publication may be reproduced, stored in a retrieval system, or transmitted in
any form or by any means, electronic, mechanical, photocopying, recording, scanning, or
otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright
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Rosewood Drive, Danvers, MA 01923, (978) 750-8400, fax (978) 646-8600, or on the Web at
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Limit of Liability/Disclaimer of Warranty: While the publisher and author have used their best
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accuracy or completeness of the contents of this book and specifically disclaim any implied
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extended by sales representatives or written sales materials. The advice and strategies contained
herein may not be suitable for your situation. You should consult with a professional where
appropriate. Neither the publisher nor author shall be liable for any loss of profit or any other
commercial damages, including but not limited to special, incidental, consequential, or other
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Library of Congress Cataloging-in-Publication Data is available:
ISBN 9781119485803(hardback)
ISBN 9781119485827(epdf)
ISBN 9781119485797(epub)
Cover Design: Wiley
Cover Image: © JamesBrey/iStock/Getty Images
10 9 8 7 6 5 4 3 2 1
For my mom and dad, Gwen & Colin “Bill” Dimon, who connected
me to the world.
CONTENTS
ACKNOWLEDGMENTS xxiii
vii
viii CONTENTS
Enabling Technologies 44
Potential Quick Wins 44
Summary 45
Note 46
I’ve spent the last 30 years researching and writing within the organizational
domain. During this time, I have educated nearly 70,0000 aspiring busi-
nessmen and women in the fundamentals and theories of management and
leadership and how to put such knowledge into real-world practice. One
concept that has been the focal point of my research and teaching involves
the topic of self-leadership. Self-leadership is an empowerment process of
leading yourself to overcome obstacles to your goals. In the same way that
one needs to be self-leading to finish a grueling marathon, an organization
must be self-leading in order to execute its plans in an efficient and effective
manner. What drives self-leadership at all levels in an organization? The
people within the organization of course—and those people must be involved
in the planning occurring in an organization. Without a plan, an organization
has no direction. Without a plan that involves employees at all levels of the
company and thus encouraging self-leadership, an organization not only
has no direction, but it has uncommitted employees that lack the passion
and energy needed for success. As Dr. Laurie Buchanan once stated, “No
involvement means no commitment—no exception.”
The planning system is where an organization defines and decides what
it wants to accomplish and who will do the work to make the accomplish-
ment happen. In a plethora of organizations, planning systems do not fos-
ter self-leadership. People are often drafted into a process that is disjointed,
unorganized, manually tedious, and political. It is many times facilitated by
different point solutions and legacy tools that don’t speak the same language.
Rather than debating the art of the possible for the business, teams often argue
about the sources of data, assumptions, and drivers. The current planning sys-
tem in numerous companies is a top-down, nonempowering drag on culture,
morale, and organizational effectiveness. How is an organization able to lever-
age its planning system to overcome impending obstacles when the planning
system is an obstacle itself? How is an organization going to remain compet-
itive in the chaotic times of today? These questions suggest that in order to
thrive, companies today need to think about planning in a different, innovative
way—planning that encourages individuals to lead themselves and be part of
the planning process. Connected Planning is a wonderful step in this direction.
In a Connected Planning environment, the answer to the question “what’s
possible?” comes from a much more democratic debate than what we are used
to seeing, involving stakeholders at the top of the organization and the subject
matter experts with boots on ground. This begins a cycle of collaboration and
xi
xii FOREWORD
calibration that leads to new insights, enabling greater agility and resilience.
In the words of a timeless proverb, “If you want to go fast, go alone. If you
want to go far, go together.”
Today’s marketplace is fraught with stiff competition, pandemic, and
increasingly uncertain geopolitical dynamics. Connected Planning provides
the framework for leaders to adopt and implement an agile decision-making
environment—an environment that encourages employees to lead themselves
while driving the organization forward amidst the velocity and uncertainty of
the market.
This is the second edition of the book originally entitled Enterprise Perfor-
mance Management Done Right published in 2012. Since that time, much has
changed in the world of connecting strategy with improved performance:
new, cloud-based, in-memory technologies have been adopted by the largest
organizations in the world, more unstructured data and ways of handling it,
and an even faster pace of business disruption and competition. Since the first
edition was published, I’ve noticed more emphasis has been placed on the
planning, modeling, and analytics components of Enterprise Performance
Management, as organizations are eager to improve their ability to react
quickly to changing markets and customers, changing competition, and
changing employee needs. The desire to improve readiness for change as
a core competency among my clients is driving more interest in planning
processes and technologies.
What’s changed in the second edition:
■ There is more emphasis on the debate and commit sections of the
Enterprise Performance Management framework. I am using the term
“connected planning” to emphasize that;
■ There is less emphasis on the statutory consolidation and reporting
process, as the audience for this is limited to the Finance department,
and Connected Planning appeals more to business managers and
teams;
■ Chapters have been reordered to provide better flow of the Connected
Planning process;
■ A new chapter on digital planning, and those new technologies that
impact planning and forecasting, has been added;
■ As most planning systems are now cloud-based, or most organizations
are moving to the cloud, the cloud architecture diagrams have been
removed;
■ Whiteboard drawings have been updated and standardized by the
steady hand of Meredith Dimon, Greenware Press Studios.
xv
WHAT’S BROKEN AND WHAT’S POSSIBLE? 3
■ Low buy-in to the budgets, plans, and forecasts (usually due to man-
agement overrides after a bottoms-up exercise), resulting in low buy-in
to the strategy from lower levels in the organization.
■ Low agreement on what the right measures are to see how well we’re
doing, and no visible connection between those measures and strategic
objectives.
■ Low belief that the numbers seen are accurate (or at least the same
version), as well as a lot of manual effort to get at the numbers.
■ Low understanding of the root causes as to why the company achieves,
underachieves, or overachieves results.
■ Little connection between root-cause analysis and tweaking the strat-
egy (“hey, we are losing money on product X, and it’s not a loss-leader,
should we be in that business?”).
■ Low accountability for results. Some organizations don’t have targets
or owners for their key objectives.
When it does work, I’ve seen things like accounts receivable associates
having a Business Intelligence (BI) dashboard that shows how they have a daily
impact on days sales outstanding and cash collections, which directly impacts
strategic objectives like profitable revenue growth.
According to Roger Martin, Dean of the Rotman School of Management
at the University of Toronto, in his article “The Execution Trap,”4 as oper-
ational and frontline employees have to make decisions every day involving
customers and operations, they become de facto strategists. Or, in my view,
at least de facto strategy executioners, and I don’t mean they have to kill the
strategy!
Imagine if your number-one strategic objective is “profitable revenue
growth,” and the target is 10% year-over-year improvement in both revenue
and operating margin. Also imagine that every employee knows this—they
even have it written on a laminated card they carry around in their wallets and
purses. And then one of your customer service reps gets a phone call from an
irate customer. Typically, the customer service rep is measured on customer
satisfaction including low call time, low time-to-resolution, high marks on
the net promoter score scale for each interaction, and so on. But what if the
phone call from the irate customer was accompanied by a dashboard that
automatically popped up on the customer service rep’s screen that showed:
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