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If your team struggles with execution, this framework is your solution:
The Great Leadership Cycle is a leader’s best friend when it is time to execute:
1. Listen
2. Evaluate
3. Implement
4. Execute
Let's break down each step...
1. Listen
2. Evaluate
3. Implement
4. Execute
Let's break down each step...
1. Listening to your employees and customers is the start of innovation.
Two reasons for this:
1. They have all the information on what is and isn’t working
2. People are bought into the things they help create.
Here are 3 tactics to help you become a savage listener.
Two reasons for this:
1. They have all the information on what is and isn’t working
2. People are bought into the things they help create.
Here are 3 tactics to help you become a savage listener.
Keep, Start, Stop
You can do this monthly or quarterly.
Ask your team these three questions:
What should we keep doing?
What should we start doing?
What should we stop doing?
Listen to understand. Avoid the urge to get defensive.
You can do this monthly or quarterly.
Ask your team these three questions:
What should we keep doing?
What should we start doing?
What should we stop doing?
Listen to understand. Avoid the urge to get defensive.
Meet With All Levels
Create a cadence to touch base with every level of your organization throughout each year.
People will get brutally when their bosses boss takes time to listen to them.
Create a cadence to touch base with every level of your organization throughout each year.
People will get brutally when their bosses boss takes time to listen to them.
Deep Dive into Survey Results
Employee and Customer surveys are gold.
Make it part of your routine to look at the numbers and what people are saying about your company.
Employee and Customer surveys are gold.
Make it part of your routine to look at the numbers and what people are saying about your company.
2. Evaluate
When evaluating data you are looking for trends and insights to help you make strategic decisions for your company.
The data will show you:
- What is working
- What needs to change
- How to communicate needed changes to stakeholders
When evaluating data you are looking for trends and insights to help you make strategic decisions for your company.
The data will show you:
- What is working
- What needs to change
- How to communicate needed changes to stakeholders
3. Implement
Five words you need to remember.
“Start slow to go fast”
You need to be sure all levels of your organization understand WHAT is expected of them and WHY it is important.
Five words you need to remember.
“Start slow to go fast”
You need to be sure all levels of your organization understand WHAT is expected of them and WHY it is important.
Have a Communication Roadmap
When changes happen, you need a communication process.
Confusion is a momentum killer.
Make time for clarity.
When changes happen, you need a communication process.
Confusion is a momentum killer.
Make time for clarity.
Start With WHY
“People don't buy what you do; they buy why you do it. And what you do simply proves what you believe.”
Be sure your communication is intentional about connecting the dots between expectations and your organization's vision.
“People don't buy what you do; they buy why you do it. And what you do simply proves what you believe.”
Be sure your communication is intentional about connecting the dots between expectations and your organization's vision.
Activate Your Influencers
Know who the influential people in your organization are and help them be great.
- Talk to them about the changes
- Give them support to be early adopters
- Listen to and address their concerns
Know who the influential people in your organization are and help them be great.
- Talk to them about the changes
- Give them support to be early adopters
- Listen to and address their concerns
4. Execute
Three steps for you to focus in the final stretch:
Step 1: Trust but Verify
Step 2: Coach to Opportunities
Step 3: Recognition and Accountability
Three steps for you to focus in the final stretch:
Step 1: Trust but Verify
Step 2: Coach to Opportunities
Step 3: Recognition and Accountability
Trust but Verify
Show your team you are in the weeds with them.
Inspecting the plan will look different depending on your level and the size of your organization.
Find a way to be in the mix with your people to verify they are executing.
Show your team you are in the weeds with them.
Inspecting the plan will look different depending on your level and the size of your organization.
Find a way to be in the mix with your people to verify they are executing.
Coach to Expectations
This step separates leaders focused on development and micromanagers.
When your team is focused on stretching themselves, there will be skill gaps.
This is your opportunity to invest in them.
This step separates leaders focused on development and micromanagers.
When your team is focused on stretching themselves, there will be skill gaps.
This is your opportunity to invest in them.
Recognition and Accountability
Be quick to highlight the bright spots helping take your team to the next level.
Be even quicker in taking action on those not following through on expectations.
Don't allow teammates who don't follow through on commitments in your organization.
Be quick to highlight the bright spots helping take your team to the next level.
Be even quicker in taking action on those not following through on expectations.
Don't allow teammates who don't follow through on commitments in your organization.
TL;DR
The Great Leadership Cycle
Listen
↗ ↘
Execute Evaluate
↖ ↙
Implement
The Great Leadership Cycle
Listen
↗ ↘
Execute Evaluate
↖ ↙
Implement
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Also, I'm launching a cohort course to help you create a coaching culture in your organization.
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Also, I'm launching a cohort course to help you create a coaching culture in your organization.
Sign Ups Launched Today:
maven.com/leader-workshop/coaching-culture-masterclass/
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Misha @MishadaVinci
·
Apr 17, 2022
Excellent thread, Jacob!