Fast and slow strategy

Strategy is often made for the next 1.5 - 3 years. It should have an effect as soon as possible and bring a sustainable advantage.

This is something you can call fast strategy. It requires that you focus resources accordingly. Employees are oriented to appropriate goals.

This is the top-down approach. It is complemented with bottom up. I.e. initiatives are initiatives are designed by employees who contribute to the goals.

This fast strategy is not without friction. Shifting resources can create defensiveness. Reconciling which ideas and initiatives pay into the goals can also be tedious. In any case, confusion arises when old initiatives have not been completed.

All these points can be captured. Employee involvement, a story, transparency and good communication all contribute.

But isn't there a second option that provides additional long-term support?

This could be called a slow strategy. It puts employees at the center employees at the center, and is based on trust and appreciation. It requires that ideas and beliefs are questioned and habits are changed.

The question of "why all this?" is thus on the agenda. New skills have to be learned. Employees take on responsibility, Managers are more like coaches.

Slow strategy is almost inconceivable for many. And yet some large see it as the only chance to achieve growth and productivity targets. productivity goals. Examples include Michelin and Best Buy.

At what time horizons do your strategies work?