--- title: How strong is your IT strategy? description: This is the meta description of your first post. image: https://static.hsappstatic.net/content_shared_assets/static-1.4034/img/sample_blog.jpg --- [![logo acme consulting](https://go.technologyst.io/hs-fs/hubfs/acme-analytics-logo.webp?width=300&height=150&name=acme-analytics-logo.webp "logo acme consulting")](https://go.technologyst.io/) - [BLOGS](https://go.technologyst.io/blog) [![REQUEST INFORMATION](https://no-cache.hubspot.com/cta/default/2660334/75e7fd4e-456f-4948-9ecc-08557f3217a9.png)](https://cta-redirect.hubspot.com/cta/redirect/2660334/75e7fd4e-456f-4948-9ecc-08557f3217a9) # Acme IT Blog ## [How strong is your IT strategy?](https://go.technologyst.io/blog/attract-visitors-with-compelling-blog-content-sample) \[fa icon="calendar"\] Nov 9, 2016, 8:52:34 PM / by [Sample HubSpot User](https://go.technologyst.io/blog/author/sample-hubspot-user) ![Sample HubSpot User](https://static.hsappstatic.net/content_shared_assets/static-1.4034/img/blog_author.jpg) - [Tweet](https://twitter.com/share) **![sample_blog.jpg](https://static.hsappstatic.net/content_shared_assets/static-1.4034/img/sample_blog.jpg)** --- **INTRODUCTION:** Welcome to the ACME blog, where we share fresh perspectives, practices and tools on how to better navigate the complexity of strategy, leadership development, culture and change. If our ideas resonate, please join our growing community and share. ---   Ask any leader what the key to a high performing organization is, and they’ll typically say “execution” which boils down to high performing people.  But what do you do when you have someone on your senior team who is not performing – and continues to underperform despite your investment in performance reviews, coaching and mentoring? The answer is simple, but often not easy.   Recently, we were working with a leadership team who faced just this sort of dilemma.  Although the VP of Marketing in question had many years of experience with the firm (regarded as one of the original pioneers of the business), was generally well-liked, and had been instrumental in the company’s early years of growth in developing some of their critical legacy products – there was sustained underperformance by the Executive and the choice was clear, the negative impact of not acting was weighing on them individually and collectively,  yet the decision was getting consistently deferred.  Why? Complacency?  Reliance on the devil you know versus the one you don’t?  A psychological predisposition that creates resistance to conflict, resistance to change?  The stories we tell ourselves about all the disastrous impacts to the organization – hurt morale, inability to appropriately transfer knowledge, etc.? After a period of personal growth and working through resistance to conflict and change, our CEO set the VP free – to find an organization more fitting to her core values and ways of being.  And afterward, the entire leadership team was set free – feeling a tremendous decompression – a lightness, an ease, that wasn’t previously there.  They also got the gift of being able to perform at a higher level. I invite you to consider:  when was the last time you did a talent assessment of your primary team?  Have you fallen into any complacency? How many of your direct reports are at least an 8 out of 10?  And if you have those below an 8, what are you doing to help them improve? While our experience has shown us difficult conversations often get procrastinated – when they’re embraced – they enable a new day – a resurrection if you will – of the best the team has to offer. 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