Unleashing the full capacity of your people

So, what about me?

Doesn’t that seem like one of the first things people think after introducing a new plan or idea? Probably because it is. Especially when it comes to enacting some sort of change, which is why it’s so important to be able to clearly articulate. People will only follow you if they believe that you’ll take them to a better place. Being able to clearly explain the outcome and “what’s in it for them” should be a main staple in every leader’s toolbox.

Here are some questions to consider:

  • What are the expected positive changes (better) for the employees (improvement plan)?
  • What are the changes expected of each person?
  • What’s in it for them (WIIFM)?
  • Who do they see as their most important customers?
  • What are the expected positive changes in the number or quality of customers (growth plan)?
  • Can they draw a picture that supports the vision? Articulate a 30 second version and 3-minute version.

If you can clearly answer and articulate your thoughts for each of these questions you’re definitely on the road to better. But you don’t drive your car with your dashboard covered, do you? I sure hope not. Most people would like to know when they’re about to run out of gas or how fast they’re going. It’s the same with enacting change. You must get feedback, like a lot! The more feedback the better. In order to get better, you must know where you start and whether you’re heading in the right direction. Eliciting feedback and creating a cascade leadership model is one of the most efficient ways to do so. Make sure you’re not telling the wrong story!

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