Down with that stupid strategy! Get started with Rockefeller Habits

We do it completely differently. How? By creating connection and ownership with our strategy. To explain this further, I'll take you into our own story. The start of 2021. Are you reading along?

A dip.

January 1, 2021. Corona was still among us. We noticed that the past year had a major impact on our employees. Working from home, long hours at your computer, including children, little social contact and not being able to exercise. Do I need to say more?

But yes. 2021 was also the start of a fresh new year. But how do you recover the energy when everyone is so exhausted? Research among our employees showed that fitness was the biggest bottleneck. People were far from feeling fit.

As an organization, alarm bells started ringing for us. After all, people are the basis of your organization and services. They are your company's business card. That's why we tackled this major bottleneck with the Rockefeller Habits method.

Getting Started with Rockefeller Habits

The Rockefeller Habits. The growth theory for scale-up organizations. Step by step, improve and professionalize your business operations in order to grow successfully. That is the purpose of the Rockefeller theory. At TeamValue, we have been working with the Rockefeller Habits for some time and incorporate that into a business game, among other things. We have already played quite a few games and will show you how we do this and what the success factor is.

The basis of our business game

The basis of our Rockefeller business game is the annual theme. We then divide these into four sub-themes. Quarterly, we analyse where our main bottleneck lies in growth. Linked to this bottleneck, we set three priorities. These are the priorities that we will work on together. By turning the big picture into several small but, above all, workable items that fit within the power and sphere of influence of the employees, we create more visibility, connection and ownership. In this way, employees can contribute to the bigger picture in a relatively small way.

By actively involving people and making them responsible for certain priorities, you create visibility for your strategy in the organization. For us, the strategy is really seen as the common thread of the quarter. We measure results and celebrate success. They feel involved, but also responsible, to achieve the end goal together.

Once the set goal has been achieved, we celebrate. We reward our employees by giving them a gift. For example, a Nintendo Switch for the office or a new wireless headset for Teamscalls. All rewards that contribute to team spirit, or the Ohana as we call it.

This is what you need

You may have heard this before, but for this to really succeed, you need two things:

1. A coach who is responsible for the process, implementation and results.
2. FUN. Because without fun, no one will run faster and it will be “such a mess from above again”.

Finally, every quarter, we divide the members into teams so that cooperation is strengthened and they connect with other circles or departments.

What does that look like for 2021?

For us, 2021 is all about FIT2021. That's why we also started this year with a KICKSTART (and we did that completely digitally). Our main goal: getting our people fit again. That became one of the priorities in Q1. Because without happy people, no happy customers and less profit. Also known as Service Profit Chain.

We believe in working together, so we created buddy teams. After all, we're not afraid of a bit of competition (honestly, in our organization, I've never seen such a bunch of “about competitive” people together). By having a buddy, you became jointly responsible for each other's fitness. You competed jointly with the other teams.

Throughout the quarter, there were various fit themes with a new challenge each week. But in addition to these fun elements, the buddy teams also shared their business goals. For each goal achieved, you could score points, such as taking a cold shower every morning, participating in Ommetje, exercising, eating sugar-free food, writing down moments of happiness, or taking time to relax. But also obtaining certificates, learning modules, expanding customer portfolios, etc. These are just a few of the selection.

But when are we really successful?

At the start of the game, we honestly asked everyone to rate their fitness with a grade. The figures were continuously visible to all team members. Precisely because we have so much trust in each other, we were able to be transparent and honest with each other. And that's exactly what we like as a team.

After the baseline measurement at the beginning of this year, we also drew up a measurement before the end of Q1. Together, we had set the goal to be at least in the green and to score a 7.5 average together. In between, we had checkpoints to see if everyone was on the right track.

Ultimately, we ended this goal with an 8 average. A fantastic achievement that we are all very proud of. The game provided a connection, that we were able to have the real conversation with each other and helped to focus on each other's fitness. And we also managed to do that from home. Precisely because we offered our people the tools and tools to connect with each other even in the digital age.

Continue with Q2

We are now fully into the Q2 sub-theme. In this quarter, we focus on the growth of our organization. But in such a way that it suits our people in a healthy way. That's why we're now playing the “Ikea Growth Game” where you have to get rid of your own Bällast if you want to grow. What does that look like exactly? More about that later.

Getting started with fitness in your team?

Do you want to get started with fitness in your team? Would you like to sparring or would you like to know more about it without obligation? Great, I'd love to get in touch with you via [email protected].

The great thing is that this game is already fully developed on our shelves. So you could start making your organization fit right away. Ready. Set. Gosh!

Stay tuned!