Performance is one side of the People, Purpose, Performance triangle. When you focus on your people’s well-being and purpose, performance naturally follows. Example :- I once worked with a retail team in the USA. The team felt disconnected—more like silos than a network. Instead of pushing harder for results, I focused on them. I listened to their needs, frustrations, and aspirations. I showed them how each role was vital to our success. We made changes. We moved people into roles that aligned with their goals. We created exchange programs and appointed champions. The team became united, driven by purpose and mutual support. When people feel valued and aligned, they give their best. -That year we achieved historic performance levels

When my team at StrategyWerks isn’t hitting targets, I don’t just adjust goals—I redefine the approach. Instead of pushing harder, I step back and analyze: Is the goal unrealistic? Is the strategy flawed? Or does the team need better resources? Here’s my go-to strategy: ✅ Break it down – Smaller, achievable milestones keep momentum high. ✅ Identify roadblocks – Find what’s slowing the team down and fix it. ✅ Empower, don’t pressure – Motivation beats micromanagement. A motivated team always outperforms a stressed one. ✅ Pivot smartly – If the plan isn’t working, we don’t stick to it stubbornly. We adapt fast and execute better. The goal is never just to hit numbers—it’s to build a team that consistently wins.

When the team is not hitting targets, this is often due to management. It is good for the tiger team approach to figure out the cause (not the result). Is it communication? Empowerment? Knowledge gap? Tools? For this to be successful, the job title needs to be removed from the process (everyone has the same voice), focus on being a bit better as a group, not failure + leaders need to speak less.

First, analyze why targets are being missed — unrealistic goals, resource constraints, skill gaps, or external factors? Adjust goals based on insights: 1. Prioritize & Segment – Break big targets into achievable milestones. 2. Reallocate Resources – Shift focus to high-impact areas. 3. Upskill & Support – Identify training needs and provide coaching. 4. Optimize Workflows – Streamline processes, cut inefficiencies. 5. Adjust KPIs, Not Standards – Lowering quality is a no-go; tweak timelines instead. 6. Motivate, Don’t Blame – Boost morale through recognition and incentives. Flexibility is key — adjusting doesn’t mean lowering ambition but refining strategy. After all, “Plans are nothing; planning is everything” – Eisenhower.

I’ll reassess our current goals, analyze performance gaps, and identify roadblocks. Then, I'll set realistic, data-driven targets, break them into achievable milestones, and adjust strategies based on team strengths. Regular feedback, resource optimization, and motivation will ensure continuous progress.