wattsnextpx - You Know Your Team

You Know Your Team. But Do You Know What Your Strategy Will Ask of Them?

A founder I worked with could tell you everything about the people on his team. Who had been waiting for a promotion. Who he needed to have a hard conversation with before the end of the year. Who loved the work but always had a lot of pressure at home.

He knew them. Really knew them.

When we sat down to map out his 2027 strategy, the plan was genuinely ambitious. New service lines. A push into a market segment that would require a different kind of sales motion. A goal that was about 40% bigger than anything he'd done before.

I asked him one question: Does this team have what it takes to execute that plan?

He said yes immediately. No hesitation.

Then I asked him to tell me specifically what the new service line would require from his most senior consultant, who was already at capacity. He went quiet.

That's the gap I see in almost every founder-led firm heading into a new year. Not that they don't know their people. The gap is between knowing who someone is and knowing what the plan will actually demand of them.

Familiarity isn't the same as information

When you've worked closely with someone for a few years, you develop a feel for them. You know their strengths. You know their blind spots. You know what they're like under pressure.

That familiarity is real and it matters. But it is not a people plan.

A people plan asks different questions. Not who is this person? but what will this strategy require of this person, and can we get there from here? The first question does not automatically answer the second.

The firms I see struggle most in year two of an ambitious plan are the ones that treated knowing their team as sufficient preparation. They didn't look at the gap between where their people are now and where the strategy needs them to be. They assumed the team that got them here would get them there, because they trusted them, and trust felt like enough.

What a people plan actually is

It's not a performance review process. It's not a values workshop. It's not an org chart exercise.

A people plan is the answer to this: given what you're planning to build, do you have the right people, in the right roles, with the right skills, and are they set up to deliver it?

That means looking at your strategy and asking what it will actually require. Not in vague terms. Specifically. If you're planning to double a service line, who leads that? What does that person need to be able to do that they can't do today? How long will it take to close that gap? Is there a gap you can't close from the inside?

Most founders and CEOs skip that step, not because they haven't thought about their people, but because it feels like they already have. They know the team. They've had the conversations. They've thought about who's ready for what.

Knowing your team and having a plan for them are two different things. One is a relationship. The other is a decision.

The thing that's actually at risk

When you go into 2027 with a strategy and no people plan, you're not just risking execution speed. You're risking your best people.

The ones who are capable of more, but have no clear path to it. The ones who will feel the pressure of an ambitious plan without the structure to succeed in it. The ones who will quietly start looking for somewhere that has thought more carefully about what they need.

Good people don't leave because nobody cared. They leave because caring wasn't translated into anything concrete.

What to do before you lock in the plan

Before you finalize your 2027 strategy, sit with it and ask: what will this plan require from each person on my leadership team? What does it require from the people below them? Where are the gaps? What's the plan to close them?

It's not a complicated exercise. It's just one most founders and CEOs don't make time for because they already have the people side handled.

They know their team.

They just don't have a plan for them yet.

P.S. If your 2027 strategy is taking shape, my free three-part briefing series, Before You Lock In Your 2027 Plan, was built for exactly this moment. The next sessions are on November 5 and November 19. Save your seat here.