As 2019 starts, I have seen a number of people post or say something like – “new year and fresh start”. Ideally they are correct BUT realistically little to nothing will change (even with a fresh start) if we all continue to think, feel, and act the same way we did as 2018 concluded. Flipping a calendar page won’t do it – proactively changing behaviors will.
Change is hard. We naturally resist it. We think it’s great for others, but we are okay just the way we are. But, without change there can be no improvement. Without action, energy, discipline, and continued focus the goals and objectives we set for this new year will become even more challenging.
Here are three key areas where active not passive commitment and effort could make a HUGE difference in 2019:
1. Organizational values. A major challenge with values is few, if any, employees or leaders would debate them. No one would say that integrity isn’t important or customer focus isn’t critical in business. But, here’s the catch – everyone would say their behaviors consistently support the organization’s values but they see others who do not. This is especially true in challenging and/or difficult situations. So why not proactively:
2. Supervisor/employee relationship. It’s been said, ‘rules without relationships equals resistance.’ The only relationship that may be more important in a business than the company-customer relationship is the manager-employee relationship. Exit-interview research shows the No.1 reason people leave their jobs is their managers. And, research also indicates ‘as much as 35% of the variability in discretionary performance of employees is a result of managerial styles and behaviors.’
Author Maya Angelou once said, “I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” So, this year how can we make employees feel more:
One of the most powerful ways to build a relationship or tear it down is time. Time always seems in short supply – some are controlled by it – others fight against it. And, time has been described as “the cruelest teacher, because first she gives the test, then teaches the lesson.” Build stronger, genuine relationships this year through improved quality time with employees.
3. Individual Accountability. Mistakes happen. Assumptions and oversights occur. Sometimes people lose focus and are careless. People (employees and leaders) are not perfect. BUT, that doesn’t mean that there can’t be accountability!
If there is ‘perceived’ blaming, shaming, lecturing, punishing, threatening, and/or humiliating then accountability will be avoided. If failure is considered fatal for individual performance and or career advancement, then risk taking and innovation will suffer. If accountability is only talked about when something goes wrong, people will naturally associate it with something negative.
So consider focusing on the following three accountability actions this year:
Take a proactive approach to Values, Relationships, and Accountability this year, instead of waiting or seeing if anything happens. Avoid reacting and responding – instead initiate! It could be just the catalyst for change and all those critical improvements needed in 2019.
Change is hard. We naturally resist it. We think it’s great for others, but we are okay just the way we are. But, without change there can be no improvement. Without action, energy, discipline, and continued focus the goals and objectives we set for this new year will become even more challenging.
Here are three key areas where active not passive commitment and effort could make a HUGE difference in 2019:
1. Organizational values. A major challenge with values is few, if any, employees or leaders would debate them. No one would say that integrity isn’t important or customer focus isn’t critical in business. But, here’s the catch – everyone would say their behaviors consistently support the organization’s values but they see others who do not. This is especially true in challenging and/or difficult situations. So why not proactively:
- Take the guess work out – clarify the most critical values-based behaviors needed to ‘walk the talk’ in 2019.
- Use simple, practical measurement tools and techniques to gage and address behaviors that are perceived to be both in and out of sync with your values. Add credibility by pro-actively addressing perceived out-of-sync behaviors.
- Ensure there are consistent consequences – both positive and negative – for values. When values are actively lived they must be recognized and rewarded. If they are skipped, avoided, and/or only pulled out when convenient, then they must be proactively addressed and corrected. There can’t be double-standards and inconsistencies. It simply erodes trust.
- Simulate desired values-based behaviors. We are always better prepared when we practice. Initiate ‘Value Scenarios of the Month’ for all employees and ‘Values Case Studies’ in all leadership development activities.
2. Supervisor/employee relationship. It’s been said, ‘rules without relationships equals resistance.’ The only relationship that may be more important in a business than the company-customer relationship is the manager-employee relationship. Exit-interview research shows the No.1 reason people leave their jobs is their managers. And, research also indicates ‘as much as 35% of the variability in discretionary performance of employees is a result of managerial styles and behaviors.’
Author Maya Angelou once said, “I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” So, this year how can we make employees feel more:
- Important?
- Genuinely cared for?
- Appreciated?
One of the most powerful ways to build a relationship or tear it down is time. Time always seems in short supply – some are controlled by it – others fight against it. And, time has been described as “the cruelest teacher, because first she gives the test, then teaches the lesson.” Build stronger, genuine relationships this year through improved quality time with employees.
3. Individual Accountability. Mistakes happen. Assumptions and oversights occur. Sometimes people lose focus and are careless. People (employees and leaders) are not perfect. BUT, that doesn’t mean that there can’t be accountability!
If there is ‘perceived’ blaming, shaming, lecturing, punishing, threatening, and/or humiliating then accountability will be avoided. If failure is considered fatal for individual performance and or career advancement, then risk taking and innovation will suffer. If accountability is only talked about when something goes wrong, people will naturally associate it with something negative.
So consider focusing on the following three accountability actions this year:
- Gain true consensus on what specifically employees are AND are not accountable for.
- Watch for and proactivity address people who are avoiding accountability.
- Embrace a new definition of accountability – it’s a personal choice to proactively influence, take ownership, and deliver desired results.
Take a proactive approach to Values, Relationships, and Accountability this year, instead of waiting or seeing if anything happens. Avoid reacting and responding – instead initiate! It could be just the catalyst for change and all those critical improvements needed in 2019.
RSS Feed
