Do you want to assure your team accomplishes a goal, task or project? Then there’s five steps, as a leader, you must take to increase the odds of your team being successful. By the way, in the spirit of transparency, I write these as much as reminders to myself as I do to be helpful to you.
Put the goal, task or project clearly and concisely in writing – writing down a goal, task or project with the accompanying plan gives it a sense of permanency and significance. Making it clear includes defining success so your team knows when it has won. Also outline the steps and resources needed to win. Make sure it’s concisely written because by doing so it will make it more memorable.
Measure and track progress on a regular basis – How often you measure and track your progress depends on duration of the goal or project. The shorter the horizon the more frequent you must measure and track. The farther out the horizon is the less frequently you need to measure and track progress. But no matter the horizon, don’t ever believe you can stop or avoid regular tracking and measurements. If you do, your team will soon flounder. The depth of your measuring and tracking will also depend on the track record of your team.
Provide consistent and regular feedback – If you’re appropriately consistent in measuring and tracking then you’ll be in the right place and posture to provide timely and helpful feedback. Feedback includes recognizing the good progress and providing correction if necessary.
Stay with it till it’s accomplished and finished – Doing these five steps requires discipline on your part as a leader. If you lose sight of a goal, task or project eventually our team will as well. What you chose to focus on will be what your team focuses on, and what you chose not to focus on (or lose focus on) will eventually be what your team choses not to focus on as well.
- Celebrate – By doing these first four steps you will increase your team’s chances for success. This last step increases your team’s chances of success on the next project, task or goal. So celebrate, thank, reward, and affirm the good work your team does and they’ll be ready for the next challenge that comes their way.
Recently I meet with a CEO of a large publicly traded company. I was seeking input from her about how she effectively leads a fast growing and changing organization in hopes of applying what I learned from her in my leadership context. At one point we moved to discussing the essential nature of measuring the right things. That is when she said “you move what you measure”.
Then she shared one example of a simple behavioral change her company wanted to make with a key group of their business partners – improved timeliness of monthly reporting – and how, by simply adding on-time reporting as a measurement to their weekly scorecard, they drastically improved performance in this area.
So the question is – why does something as simple as measurement change behavior?
First, measurements provide feedback and, as social science has clearly demonstrated, feedback is essential for any behavior change. Secondly, by choosing to measure something you’re also communicating it’s importance to the organization. And this is important because people want to do meaningful work that aligns with the values and the priorities of their organization.
Finally, there’s one other bit of advice this CEO had about measurements. She said that it’s important to pick only a handful of measurements because, as humans, we can only focus on a small number of things at one time. So when we measure to many things the measurements looses their power to change behavior.
I’m thankful for this part of our discussion because it affirmed one of the important components of leading the SpringHill way that I shared with our leadership this winter – “what gets measured is what gets done” or as this CEO stated “you move what you measure”. And because we value getting things done, especially the right things, measuring them is an absolutely essential practice that SpringHill leaders prioritize, value, assure happens.43.928283-85.286682
Every Thursday at lunch a number of SpringHill staff view one session of the 2011 Willow Creek Leadership Summit videos. This past Thursday we listened to Dr. Henry Cloud teach on the three different types of people in the world – the wise, the foolish and the evil, and the strategies leaders need to use for dealing with each. His talk comes directly from one of the chapters in his most recent and insightful book – “Necessary Endings“.
After finishing the video we had a short debrief about what we learned, what new thoughts we each had and what challenged us. Ironically, the one challenge we all shared was that, as we watched, we all asked ourselves “which person have I been or am I now?” For each of us, it was a challenging moment of personal evaluation that cut right to the heart of many issues and relationships in our lives.
So in the spirit of seeking the light, below are the characteristics of each type of person. Take a moment and do your own self-reflection and ask “what kind of person have I been or am I now?”
Wise Person: When the light (truth) comes to them, they adjust themselves to the light, so who they are a person matches reality. In other words they seek and receive feedback and change themselves as a result.
Foolish Person: When the light (truth) comes their way, they try to adjust the light (deflect the truth) instead of changing themselves. When receiving feedback they deflect, blame and do not take responsibility for their own actions and performance.
Evil Person: When the light shines on them they want to destroy both the light and those that shine it. They have destruction in the hearts and want to retaliate against truth and those who share it.43.928283-85.286682