ABSTRACT
People find themselves in strategic leadership roles but with little strategic leadership or strategy execution experience. These situations may occur deliberately on the logic that strategic leadership and strategy execution are best learned by doing. New strategic leaders in such situations may learn strategy execution through experiential learning. The performance monitoring and coaching process mitigates some of this risk by providing a way to prospectively review intended actions, monitor the effects of those actions as they are taken and ensure that optimal reflection, learning and subsequent remedial actions occur. The key steps in the performance monitoring and coaching process are as follows: co-create strategic objectives, agree on priority strategic actions to be undertaken, encourage effecting of agreed strategic actions, monitor performance effectiveness and undertake coaching to optimise reflection, learning and future execution.
