In this series we are talking about connecting – connecting to people, connecting people to the business results you want, and getting those results.
If you are just starting this series, you can catch up by reviewing the earlier posts. Find a recap at the end of this post. In this post we’re focused on two points:
1. You must measure what you expect to get, in order to get it.
2. Instead of doing things (those things as you’ve always done them) right, you must be doing the right things right to be successful.
And I provide you with action you can take right now – using information you’ve already gathered in Job Descriptions and Performance Reviews – to improve performance now for your company.
In the last step of this Series you collected important materials, many and maybe all of which you are using to plan what you expect and see if you’ve realized that. Some of you may even have information that clearly shows where you were, and were not aligned, leading from your plan to your reality. Most of you won’t have this clear story connecting expectation to reality. You will soon if you are following these steps.
I listed five (5) groups of materials in Step 5. Since you may have recently completed Performance Reviews for last year, I’m going to start with those. If the Review does not specify the most important duties for a role, please also grab the Job Description associated with each Review. There is a huge opportunity waiting for you in this process, which you can start realizing benefits from right away, so bear with me… Continue reading “Leadership Connection- Step 6: How People Fit to your Bottom-Line”
Overwhelmed with your days right now? Underwhelmed with your business or job?
Let me re-introduce you to …connection… starting with the people around you…
I’m a bottom-line gal… and I am here to tell you to get social within your organization. I am positive that doing so will improve performance across the organization. No worries if you haven’t really excelled at this to date. We can tell and if you look around you, you are not the only one. (and it’s not your fault entirely… technology, and actually performance management systems specifically, has played a role in this trouble and I’ll get to that later in this series). But you CAN realize improvement quickly, by making a few small shifts in how you connect with people.
What does teamwork really mean? Would the U.S. economy be where it is today if we really had this? Ok, the U.S. economy is for another post. This post is about us, and how in bad times we are becoming a better and more focused team.
This Wow! was hard to write. It was also exciting to write. It exposes leadership weaknesses (clarity, verification). It also cheers leadership strengths (vision, empathy, persistence) that compel people to do the right thing right…to keep the business – our ship- clipping along in or toward a blue ocean (niche success!), even in the midst of chaos…
Here’s our “wow” for this week: This Wow! goes to my team. This month every single person on the team deferred their pay until the work they have in progress is completed. The only exceptions made were for part-time team members who completed short projects.
Why is this “wow!”? I look around and see that we are not the only team not completely in check with our strategy day to day. There’s a better way and we are moving to it…and ready to help others do the same.
If people stop doing the right things right, the ship stops, or at least stalls and goes off course.
Here’s the first step to connecting people to and into your performance management system: Asking and engaging.
It seems so simple, yet without a system to help us (leaders) do so, our best laid plans and intentions get pushed aside. And when we make poor decisions, not connecting all the dots is usually why.
To take this step I have good news for you: you do not have to add to the “to dos” for your financial or technical teams to start on this improvement process. And you do not have to be an analyst. You do need to be willing to think through data to get a feel for the cause and effect between what is communicated and what gets done. Think of it as removing the “so?” to get to “oh! Got it.”