Name How You Win means stating your competitive edge in plain, practical terms—and making it actionable. When leaders describe the signature behaviors, decisions, and standards that reinforce that edge, teams finally know what “aligned” looks like. It becomes easier to coach, easier to diagnose, and easier to correct.
When the edge is clear, culture strengthens. People make better choices, stop diluting strategic posture, and take pride in the behaviors that set the organization apart. That clarity stabilizes teams, reduces friction, and prevents subtle cultural drift.
Teams guess. Culture becomes inconsistent. People emphasize conflicting values and unintentionally work against one another. Misalignment grows, talent disengages, and customers experience uneven quality driven by unclear expectations.
Teams operate with sharper intent. Microbehaviors improve, cultural health rises, and regrettable turnover drops because people understand what winning looks like and how they contribute. Execution becomes more consistent and strategically aligned.
A manager realized his team couldn’t explain how the company differentiated itself. He outlined three core behaviors tied directly to the organization’s competitive edge. Within a month, performance signals tightened and team sentiment improved—the work finally felt coherent.
Explore Vision 100: Give the Future a Face to reinforce strategic direction, Purpose 300: Budget Your Why to eliminate drift, and Culture 100: Mind the Micro to embed winning behaviors.
