Most CEOs don't realize the magnitude of effects their change plan has on the organization, and create more problems than they try to solve.

When your business goes through major change, it's in your best interest to ensure that the day-to-day processes don't suffer from it.

And your people perform worse when you implement a new idea, if you don't have the right system in place to manage the change.

Why?

Because the change process appears mechanical, as if the people matter less than your objectives.

But, there is a simple method to anticipate and minimize the risks of your change process derailing your companies' future.

Comparing your agribusiness to an outdoor sport may give you the best ideas to improve it.

Not only do both depend on the weather, but they rest on a certain sense of community you don't find anywhere else.

This approach grants cohesion and stability, and also gives the people in your team an active role in it.

So, rather than being a trade-off, the change process can accelerate your success.

And in today's episode, the seasoned agribusiness executive Brett Bell shares how to tell if your business plan is worth pursuing, why your personnel is the best source to find new business ideas, and the best framework to stress test a seasonal agribusiness.

Listen now!

Show highlights include:

• A common fallacy about strategy which leaves every business worse off than before (1:35)
• How $billion companies plan their recruiting to reach their goals (and how you can too) (3:20)
• The "People-Process-Tech" framework for generating business plans (without looking outside of your company) (5:02)
• The ugly truth about why most agribusiness don't benefit from merging together (7:33)
• How to stress test your seasonal agribusiness against unforeseeable risks in three steps (13:12)
• Why most agribusinesses are turning into unproductive bureaucracies (and how to prevent it from sinking yours too) (20:12)

For more about Joe Mosher, go here:

https://moshercg.com/

https://www.linkedin.com/in/joemosher/