Lately, I've been hearing a lot of ‘Massive Action' talk, but what does it all mean? 

At the end of the day, massive action simply equates to doing what it takes to get what it is that you want, right? 

I'll take it a step further and argue that Massive Action is really a Massive amount of tiny actions. 

Making a MAP (double meaning here; map in the literal sense, but also as an acronym meaning massive action plan) starts with knowing where you want to go, or what it is you want. 

For instance, let's say you want to run a marathon – We can all agree this hefty goal is do-able but will require some massive action, such as a fairly rigorous training schedule. The end result is running a marathon but the MAP will likely include a progressional change to your fitness level, diet, sleep schedule, etc.. 

Another way to think about this is using short term goals to accomplish a greater, long term goal. 

Within companies, I usually am ‘The Team' gal. I focus on hiring great talent, giving clear objectives, providing all the training and resources for success, and monitoring performance to reach organizational goals along the way. 

I usually suggest a particular framework for building the best, empowered teams possible when scaling your business which includes outlining objectives and defining Key Performance Indicators to monitor performance of the team member in order to set-up for success. Another way to do this is by using the ‘Massive Action' theory. We love finding what works for each business and each team because, let's be honest, this is not a one-size-fits-all situation. Every company is unique and the team you build to support your company should be just as unique in all the right ways. I like to think that building the perfect team is both an art and a science. 

As a science, there are some objective truths we follow. For instance, this is where I use a rough formula, if you will, to start talent searches. What are the objectives of the organization? What are the objectives of the role for which we're trying to fill? Using these answers, we can determine, objectively, which competencies or basic skills are required of the individual we seek. We are basically envisioning the desired end result and working backwards to determine what massive action steps are required to make it all a reality. 

As an art, there is a certain amount of subjectivity that will occur when finding the RIGHT person for YOUR team. Someone can check all of the boxes, but has a personality that may not mesh well with the existing team and could hurt morale in the end. I believe finding a good personality and cultural fit for your team is JUST AS important as finding someone with a particular, desired skill set. 

To learn more about building an empowered team using our customizable framework, check us out at www.operationsagency.com/training .