Daniel DiMicco, vice chairman, president & CEO, Nucor Corp. |
What behavior do you need and expect from the whole team to not only maintain but advance the proper competencies? Are your business practices, from hiring to incentives, in line with goals? Are you rewarding what you want to receive?
Does management have a clear vision of each person's role in where the company is going? Conversely, has the best brain power been tapped to determine and refine the vision?
Does the vision include a thorough understanding of what is necessary to accomplish it and provide flexibility for course corrections?
No plan to sustain the company going forward is going to work unless the blocking and tackling assignments are known and understood. For example, external issues will be increasingly complex -- especially in manufacturing.
In manufacturing, global conditions and the science fiction called "free trade" will influence where things are made. Capital-intensive industries can't pick up and move readily. As a result, activism for free-and-fair trade, elimination of government imposed cost burdens and the like require a high degree of political activism. Is there a commitment and will for such activities? Are customers motivated in a like way?
That said, is the company looking at global options in emerging markets? Where are the markets of the future (geographically as well as product-wise)? What resources are committed?
Today, more than ever, control over the supply of key inputs in such industries as steel is paramount. Does your vision include upstream and downstream elements for materials and products?
This is by no means a complete view -- just some highlights of how things might be defined in looking at "sustainable." One thing is sure, if you lose sight of the day-to-day in the quest for the future, the future vision will be hard to achieve. You have to do both, if not more.