The survey was unscientific. Nevertheless, the results were a bit surprising (and valuable) to me. Perhaps they might reflect your situation as well. Maybe you are facing similar challenges in 2010 to improve your strategy effectiveness. You can download the survey here and view the complete set of results here.

The respondents answered five basic questions about strategy facing their organization or work group in the year ahead. The fourteen organizations mostly represented high technology companies ranging in annual revenues from $30M to greater than $10B. However, there were also startups and nonprofits included.

Here were the questions that I asked.

1. What is your relationship to strategy decision makers in your company or work group?
2. What types of strategy do you influence or decide in your company or work group?
3. How would you assess your company’s or work group’s strategy effectiveness?
4. What critical strategy challenges does your company or work group face in 2010?
5. What types of strategy help would help you most?

From the (admittedly) small sample, several interesting responses jump out.

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In my long corporate life, I faced this time of year with a mixture of anticipation and dread.

The anticipation came because raises and bonuses were doled out in January and February. The dread was that I had to meet with my manager or supervisor to get my annual performance review. (It was never clear if these meetings were more painful to them or to me.)

Having been on both sides of the review, I know that many of the meetings were neither helpful nor satisfying.

Why? There is the usual fallacy that feedback given once a year (versus frequently) is effective. (Have you ever noticed that the once-a-year variety is often focused on what happened in the last month?) Another common failing occurs when the review meeting is a one-way communication. That is, the manager “announces” to a passive employee the corporate numerical judgment of the employee’s performance. What about those numbers? You know, the manager gives you a score in each performance area. They tell you that your organization skills are a four. Meanwhile, your innovation rating is 3.75. What do you do with such scores? We could go on and on about the weaknesses of these systems. My blood pressure is being to rise just recalling those days. Repeat, must be calm …

Still, the ideas behind the annual feedback cycle are laudable.

One principle is that the employee deserves honest feedback about their performance. It is even better to have an ongoing feedback dialog throughout the year. Secondly, it is equally important that the organization declare what is important. Many times, the definition of performance categories and scales for the performance signal what is important. Ideally, the categories are highly tailored to specific jobs. That way, the feedback is far more targeted and (potentially) useful. When done well, the review transmits useful information in both directions.

What would a good review for a competitive intelligence person look like?

This is the review that I would give if I was the strategy manager (customer of competitive intelligence) and the one I would like to get if I was the competitive intelligence manager. It contains a difficult set of questions. They are difficult because they are intended to focus on value and impact versus activities and tools. There are 10 fundamental performance areas abd 50 questions to discuss.

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It took you years of hard work to reach the corner office.

You worked through multiple assignments to deliver results and overcome challenges. At each career step, your responsibilities increased and so did the expectations. More and more people looked to you to set the strategies and determine the directions to follow.

Now, after all that time, the entire company is yours to lead. You have arrived.

Others look at you and think that you have the most latitude because of your high position. If they only knew the truth. So many things constrain and concern you. The employees look to you for leadership and countless decisions about priorities, promotions and their own job security. Customers constantly want more and on better terms than before. Investors want the share price to increase and their investments to pay off. Analysts want above average growth and a story about ongoing differentiation. Meanwhile, your many competitors only want you to fail and are doing their best to make that happen.

Somehow, you have to orchestrate this complex combination of constituencies and competitors.

There is not one answer to this balancing act. You naturally will integrate inputs from your team and the environment to settle on what seems best. One source of inputs is competitive intelligence. Competitive Intelligence can help you to organize your external perspectives and align your team to compete better. Here are five ways.

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You know what it is like to define and shepherd a product through the long process of development and then face the ultimate marketplace judgment about your efforts. There are so many times that you would pay handsomely for credible information that helped you decide on the right strategy, select the right market, position correctly versus your competitors and, of course, reach your revenue and profit goals. Good competitive intelligence addressees all of those questions.

Your job is to champion one or more products for your company. Each product needs to be successful in a marketplace crowded with existing competitors. New threats emerge over time that you have to anticipate and proactively manage. Development teams count on your guidance to build the product with the right features. Your general manager relies on you to help deliver the needed revenues and profits. All along the way, you have to understand the environment, explain your recommendations and justify the company’s investments for your product. This is not a job for the timid.

Competitive Intelligence Helps With the Challenges

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