
Charlotte Smith
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Awesome Writer
Blogger I Content writer I Digital marketer
I am an inquisitive and motivated person who likes to connect with people from all walks of life and learn meaningful things from them.

A strategy is a general plan set to achieve a specific objective or goal. Strategies are set either at the individual level or at an organization level.
Decision-making strategy is your plan of action in making choices. These choices let you define the way you need to proceed to do a task.
A list of 7 decision-making strategies is enumerated down below. These strategies will give you thoughts for learning, evaluation, and further action.
- Understand the situation.
Sit with peace at mind and understand the situation in the first place. Check if you really need to pitch into the circumstance and make a decision in that matter. Once you realize that you are the deciding authority, clearly define the nature of the decision you must take. Try to look at the state of affairs from various perspectives. Ensure that the decision you take is unbiased. Try to do justice to all the effected regions pertaining to the given situation.
- Collect information.
Having identified that you need to make a decision regarding someone or something, you need to next accumulate information. Seek more information as per the need of the hour. Pull out the inner energies in you to help yourself with more internal information. Check with your environment for more information and evidence. Understand from others of their similar experiences. Think of different ways in which you can conclude the problem. Listen to a lot of sources. Be judgemental and unprejudiced. Be honest to yourself and trustworthy for others.
- Scan for substitutions.
You scout for information in various ways. During the course, you tend to come up with a varied list of choices to choose from. You end up with several possibilities, action plans, and alternatives. With a positive mindset and an ideation hat, you also pave the way for new alternatives. Do not exaggerate and list down all the realistic options you foresee to take up and arrive at a decision.
- Analyze the pros and cons.
From the vast options available to choose from, work on each of these. List down both the positive effects and the negative impacts that each of these decisions would result in. Check with yourself as to which of these decisions will help you in bridging the gap towards reaching your goal. Evaluate your own philosophies, ethics, and principles in place. Reframe the situation from various viewpoints. Invite opinions of others if need be, but take your own decision.
- Pick one among many.
Once you understand either side of the decision making strategy, it is now time to pick that one perfect one that connects you to your goal. At times, it is ok to choose one or more as per the molding of the situation. You could also combine the strategies to help you fit in with the best. Envision the end results. Understand the inherent risks and obstacles that could probably cross your path. Learn the impact beforehand. Imagine yourself to be the sufferer as if waiting for someone else to make the decision for you. Think about what decision makes you happy. Finally, choose the strategy.
- Walk your talk.
You have to now act on the situation. With enough information and analysis in hand, you should now begin to implement the decision making strategy. Come up with a written plan of action and implement the decision in accordance with the plan listed. Work yourselves on all the necessary resources. Bring in new resources handy to rescue in the hour of need. Apply the decision by taking the concurrence of all the related stakeholders. Execute your strategy.
- Evaluate your strategy.
Narrow down your decision-making strategy. Review your decision and examine yourself often as needed. Check if your thought process and action are in line with your quick-fix solution. Understand if you are really on track towards meeting your desired goal. If, after the initial work ahead, you feel the need for more information, then just gather more details and more insight. Keep exploring alternatives and examine ways to overcome any new and unexpected obstacles blocking your path. List down the initial pitfalls and consequences and keep reviewing on a regular basis.
Adopt decision-making strategies and help yourself overcome obstacles during the path. Avoid the usual pitfalls that block your route to growth. With a well laid out plan in place, you can make decisions better, faster, and in the right possible way. Keep evaluating the success from time to time. Improve the decision-making process. Think twice before you get to the action. Spend sufficient time in doing the related groundwork and for planning how to act. Once all set, just get to work. Keep reviewing and obtaining feedback from participants. Refine your strategy for ultimate betterment.
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Learning doesn’t stop when you finish school. Learning is something we do every single day, no matter how old we are. This is called continuous learning.
It’s all about being curious, asking questions, and discovering new things throughout your whole life.
Procrastination is when you keep putting off things you need to do. It’s like knowing you have homework to finish but choosing to watch TV or play games instead. While it might feel good, procrastination can lead to stress and unfinished tasks. So, how can we overcome it? Here are some simple tips to help you stay on track and get things done!
Taking care of yourself is like watering a plant. Just like a plant needs water, sunlight, and good soil to grow, we need self-care to stay healthy and happy.
Self-care is all about doing things that make you feel good and help you recharge. Here are some simple self-care practices that you can start doing today!
Have you ever thought about what makes you truly special? It’s not just about the things that happened to you in the past, or the things you hope will happen in the future.
What matters is what’s inside you—your heart, your courage, and your strength.


Each cycle has many chances to boost teamwork and objectives. The following points are helpful:
OKR Planning
Weekly
OKR Review
OKR Recaps
During the cycle, goals and key results are not altered. It is done if the company faces an unexpected issue to which it must respond. This is rare; It is checked, and recaps show potential for improvement for the next cycle. A stable rollout of a firm's OKR model requires time. It takes 3-4 cycles to get OKR's full push.
A practical, well-designed roll out plan will reduce learning. Steps like in-house training, OKR Coaches training, expert training helps increase the quality and speed of learning.
It is worth noting: To remain humble and open to making errors and studying new skills.
Is OKR's right for you?
If you are CEO or leadership, using the OKR's system is a proven way to improve worker's links with goals. It checks results, gives the team ample inputs, and delivers results. Creating OKR's tell leaders on what to focus during a given period.
Review OKRs if required. Be agile, if your company, team, or goals change, feel free to change the OKRs. When set up and used daily, OKRs seem to be simple to use and would not take time to implement. It requires only a few hours each quarter to verify and review your OKRs. Although you should verify them more frequently to keep up with growth and track the gains made every week.
The major impact of using OKR in most companies with no goal management already in place. Those that focus solely on metrics and KPIs is a cultural shift from output to output. OKR creates focus, openness, and placement for all jobs within a company. These three factors merge and lead to higher employee involvement.
Agility - Smaller goal cycles allow changes and faster move to change. It is growing ideas and decreasing threats and loss.
Alignment and cross-functional cooperation - The use of mutual OKR's improves teamwork among various teams.
Shortened time to set objectives - OKR's ease makes the whole process of goal setting faster and easier. It reduces the time and effort spent on goal setting.
Clear engagement - Openness and clarity make it easier for teams to know the company's goals. It shows how each worker can help.
Make workers involved - OKR's two-way goal setting plan connects workers with company goals.
Design of OKR's
OKR design is very simple:
Objectives - Start by setting three-five primary company goals. Goals should be positive, measurable, time-bound, and to be done by the team. A goal will inspire and challenge the team
Results - Define three-five conclusive results under each goal. The main results must be real, leading to objective scoring and tough but not difficult. Results of OKR can be based on progress, success, or loyalty. They mostly are numeric, but they can also show if something is done or undone, so a binary 0 or 1.
How to bring OKRs to use?
Communicate your goals and Key outcomes to all once defined. If required, mix the text so everyone can have a standard view. When people start the job, they update weekly outcome metrics. A goal is considered done when 70-75% of its outcomes have been met. If 100% of targets are achieved, it might not be ambitious enough.
Review OKRs as required. Become flexible. If your company, team, or goals change, then change the OKR's. No method must be larger than common sense and daily business.
History of OKR
OKR has a rich history which can be traced to 1954 when Peter Drucker created MBO or Objective Management. In 1968, Andy Grove co-founded Intel and, as CEO, improved MBO into an OKR model that is being used today. In 1974, John Doerr, who is one of the most successful venture capitalists, joined Intel and invested in companies like Google and Amazon.
Doerr, who introduced Google to OKR, has a goal-setting formula: “ I will ________ as measured by ____________." which is still in use.
How to prepare for OKR
Before you start using OKR, it is crucial to have a clear idea of the task that needs to be solved. For most companies, OKR solves the task of deploying a business plan in a manner that is clear to all staff, clear and achievable. To succeed, a worker should be in the company to deliver and run OKR. This person is called "Envoy," and the role is to see that everyone who uses OKR is trained involved and has continuous help and support. OKR is a system, but it is also a learning process that often requires a step-change in how thinks and measure their work.
The layout of an OKR tool is split into 4 points based on strategy and delivery.
How OKR bridges the strategy execution gap
1.) Mission & Vision
2.) Company OKRs (1 year)
3.) Group OKRs (1 quarter)
4.) Initiatives
First two are strategy (mission & vision and company OKRs)
Last two are execution (group OKRs and Initiatives)
Middle two are OKR (company OKRs and group OKRs)
The last one is Agile, GTD, etc.

OKR's stands for Objectives and Key Results. It is a famous goal managing tool that helps companies deploy strategy. OKRs help to connect the company, team, and goals to real results. This is while all team leaders and members operate in one direction. An OKR comprised of a Goal that identifies an objective to be done. And up to five Vital Results that make progress towards the goal.
Each OKR may also have efforts that define the job needed to run the Vital Results forward. The model includes a range of rules that help workers plan, coordinate, focus, and measure the result of their work. OKR helps firms convey company plan to workers in a visible manner. These assist companies shift from output to a result-based approach to work.
What is the objective/ goals?
The objective is a summary of the goal to be attained in the future. The objective sets out a clear plan and gives motivation. A goal can be thought seen as a location on a map.
What a Vital Result?
A Vital result is a metric value and target price, which test success to the objective. A vital result is like a distance symbol that tells how near you are to your goal.
What is an Initiative?
An Initiative is a summary of the job you are trying to do to impact the Key Result. If a goal is your target and the vital result shows the length to go. The Initiative defines what you will be trying to do to get there.
Hoshin Kanri is a strategic planning tool based on Japanese culture. It was created in the 60s and 70s. It is used to help companies to manage their strategic plan to achieve success. It is a seven-step method used as part of a tactical plan which speaks about objectives. It is shared across the company, and then put it into action.
The method aims to improve links across the company. And at the same time to reduce waste produced by weak direction or poor management at any level. Companies that use the model follow a path of thought, making plans, applying, and reviewing.
The Gemba process ( is another element of the tool ) could well indicate spending moment with your sales staff or your software design team. And to work closely with your customer service team. But they should describe it as it relates to your company. And define what the leaders and the front-line workers will understand. The model wants all of us to know how Gemba operates in your company. It is critical for the model to fit your company.
You would have found a range of replies if you studied how to execute the plan in your company. But there are four crucial moves at the core of it; this will start your planning:
Find your primary goals - The first key step to proper planning is to satisfy your executive team. And the managers required to create the strategic plan. The company does not need to begin the Hoshin plan if the company already has a plan in place. The company can carry what they are doing and later adapt to the Hoshin model.
Play catchball - One thing that separates Hoshin from other tools is catchball. This word is used to define the idea of putting ideas back and forth for the sake of balance. In other words, your top management can set its company's three-to-five-year key goals. Then they will chat with the lesser-level managers about the objectives, who will talk to their teams about it. This feedback method helps you have a buy-in through your company.
Have your Gemba on - Gemba is another element of the tool. Gemba means getting out on the shop floor and recording the goals and reforms. The idea is to stay connected to your Hoshin plan unity. Managers should review how ground-floor ideas are blended. And catchball to gather with in-process feedback.
If you do not have a shop floor, when you are thinking about the Gemba process, find what that means for your management team to be there on front lines.
Make the adjustments you need - All three prior moves deal with a certain extent with collecting feedback. What good is input if it is not used? This key step means you do and make adjustments to keep track of your short-term, long-term reforms.
The concept is that goals cannot be achieved if they are created at the highest levels and pushed down to lower departments. Hoshin tends to favor talks and goal-honor from top to middle to bottom, then back up. To be useful, you must line up the following three levels in the company:
The Strategic Level - This includes the company's view, purpose, and yearly goals. They are built or conveyed at the highest employee levels.
The Mid-Level and the strategy Levels - The company's goals must be linked at this level to ensure that each project affirms and pushes each goal.
The Worker Level - This is the internal level when everyone in a company adds value in some way. In this level, the creation and delivery of employee plans should be linked with company goals. Staff involved in Hoshin Kanri feel far more involved in the success of the company's goals.
The concept is that every employee should work towards the highest goals set by the company. Employees get input that needs to be included in the objectives. And, as a result, workers feel a sense of ownership. This two-way sharing of information is crucial. Passing input back and forth, the management string produces an input cycle.

Hoshin Kanri, in its purest sense, means detailing goals. And trying to seek and execute input from every level of your company in a loop. Any company with loyal staff can try to use the method. Hoshin's difference is that it says breakthrough goals are to be captured, shared, and approved by all in the company. After that step, list the person, departments, and sub-goals that link with larger goals. The goals can be reviewed weekly, monthly, and yearly.
To adopt Hoshin Kanri at your company, follow the seven steps. Make sure that the catch ball process is open and regular that everyone accepts the goals.
1.) A key Lean management tool to make sure a company's plan is deployed across the structure.
2.) An essential part of the model is continued growth via tools like PDCA and Catchball.
3.) When applied, the model pushes leaders to show up with a vision and a set of breakthrough goals. It provides a flurry of goals, making sure it is aligned and give the needed power for proper deployment.
4.) Kanban base can assist with both the model planning and the actual deployment of the goals.
5.) The model must adapt to today's dynamic world by shortening contact cycles and creating a much more smooth way to share details.
1. Find the KPI's and direction for the top management. The view must motivate change, not a mandate that comes from the highest level.
2. Detail the breakthrough goals. Existing and new customers should have no more than five goals. These goals, also called stretch goals, lead to organization-wide growth.
3. Set the timetable for reaching these goals. Thinking about the future is good: Where do we have to be in a year to be at the desired position in five to seven years?
4. Start and continue the catch ball process, from top to bottom, and back again. This is to get input, refinement, and buy-in from the whole company.
5. Create review cycles to test the potency of your tactics among people who are close to customers. They can be daily, weekly, yearly cycle. To track your month-to-month progress, deem using a bowling chart. Hoshin Kanri bowling chart model to keep a record of the progress of multiple efforts and projects, the months ahead, the slower. etc.
6. Take measures when the test shows the company, team, or project has missed a goal or KPI and take action to get back on track.
7. Take part in-depth, a yearly review of objectives to decide the changes you have to create for the coming year. Getting input from all is vital to the company's growth and progress.
If you like to try to apply the model in the company, use the bowling chart to catch at a higher level. The model also makes you dive into tasks and delivery.
1. Comparison is bad for Studies:
The biggest de-motivation of your study is comparisons. Please don’t do it. You and I have a different pace to study, to grasp and learn subjects and topics. When it comes to studying, always keep up and compete with yourself. Follow the idea of spending time every day strictly for your studies. Do better than yesterday. Instead, don’t compare and go hard on yourself when it comes to studies, thesis writings or grades.
2. Audio Methods for your Studies:
Record the important concepts, the core concepts, theories, interpretations from case-studies & prior research findings, etc. Do it in your smartphones or a recording device meant for study.
Do it as if you are talking and discussing with yourself about the studies. It’s a good way instead of carrying textbooks to study.
- You have good educational videos, concept-explanations, demo videos, etc.
- Go outside textbooks and libraries. There are lots of interesting ways to learn concepts.
- Download and listen to interesting podcasts, and lectures or audio files related to your studies.
Using Audio methods to listen to on the go, or while relaxing can help you study better. It is a fun way to learn. Furthermore, it’s a good way to motivate yourself to study.
3. Sometimes you have to force yourself to Study:
It’s true. Not every time a motivation works. Sometimes, we all get caught up with unexpected things that could take us astray from studies. At times, whatever you do you may feel like nothing works. Studying can make you feel like stepping out of your comfort zone. You cannot do this forever. You have to start your studies somewhere. During that time, you have to force yourself to at least take your book out and just go through or flip pages.
1. Allocate a Study-Time every day:
Spend study time every day. Allocate some time; say for at least a solid one hour every day.
Even if you don’t feel like studying, you can do other activities related to studies at that time.
Like,
- You can simply go through the chapters and contents you have to study.
- You can prepare priority lists of what to study.
- Or, you can simply read the headings, sub-headings or skim-read the pages.
- Go through case-studies.
- Gather necessary research hints, ideas or points needed for your studies.
- Browse online for relevant study resources other than what you have.
Do any related activities like this if you don’t feel like studying. The idea here is to spend time every day for your studies. Gradually, you will get in the line of studying every day. Make it a practice. Motivating self-rule for you to study is ‘If you don’t feel like studying, spend it in doing things related to your study’.
2. A comfortable Study Space:
Cluttered unclean study space is a big No. Some people argue about ‘if you want to study you can study anywhere’. Well, not exactly all the time. A comfortable space brings a good vibe and concentration to you. Whereas, if the place around is mixed-up or unclean, you will be more concentrated in looking around at it instead of focusing.
3. Will to Study:
Nothing works if you don’t have the will to study. Your determination is what motivates you truly to study. Other things don’t work if you don’t have the interest to study. Life takes us all through different stages. Education and studies are one such important stage for you right now. Just, give your best and that’s enough. Bring the will to study.

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9 habits of highly successful people
very nice post. It really helpful and valuable post.
10 Strategies for Building Self-Confidence
very interesting post. I really enjoyed entire post. I am continuing reading your other posts as well.