Getting people to do what they say they will do…
Throughout my years of coaching, I find that sometimes leaders blame employees for not following through. Yet it is the leader who is sometimes at fault for not being clear, concise and specific.
Here's a process to increase the chances that your people will do what they say they will do:
1. Make sure you both are clear about what you want them to do. The more specific the request the better the result will be. Be specific about when he would like this particular activity done. Whenever possible, mutually set the deadline. (visit my past blog on goal setting)
2. Check for understanding. Make sure you both have the same message. Just because someone says yes, doesn't mean that you both are agreeing to the same thing. Check to make sure the message you sent is the same one they received. (see communication article)
3. Follow-up in writing, whenever appropriate. Some goals may be more complex and a brief written follow up (by either you or the staff person) might help clear up any misunderstandings.
4. Build in a feedback loop between now and the deadline to allow them to check-in if they need assistance or have any questions. This could include a weekly phone call, a short e-mail status update, and/or brief face-to-face check-in meetings.
5. Complete the process. Be sure you do what you said you would do. If they ask for help, be supportive; if you see them making progress, recognize it; be sure to do the check-in meetings. Also, when the activity is completed, congratulate them on their success and then debrief to discover any learning opportunities for future endeavors.
Do you have any other ways to make sure people do what they say they are going to do? I would like to hear them. Send me an e-mail: Patrick@PatrickDonadio.com.
Throughout my years of coaching, I find that sometimes leaders blame employees for not following through. Yet it is the leader who is sometimes at fault for not being clear, concise and specific.
Here's a process to increase the chances that your people will do what they say they will do:
1. Make sure you both are clear about what you want them to do. The more specific the request the better the result will be. Be specific about when he would like this particular activity done. Whenever possible, mutually set the deadline. (visit my past blog on goal setting)
2. Check for understanding. Make sure you both have the same message. Just because someone says yes, doesn't mean that you both are agreeing to the same thing. Check to make sure the message you sent is the same one they received. (see communication article)
3. Follow-up in writing, whenever appropriate. Some goals may be more complex and a brief written follow up (by either you or the staff person) might help clear up any misunderstandings.
4. Build in a feedback loop between now and the deadline to allow them to check-in if they need assistance or have any questions. This could include a weekly phone call, a short e-mail status update, and/or brief face-to-face check-in meetings.
5. Complete the process. Be sure you do what you said you would do. If they ask for help, be supportive; if you see them making progress, recognize it; be sure to do the check-in meetings. Also, when the activity is completed, congratulate them on their success and then debrief to discover any learning opportunities for future endeavors.
Do you have any other ways to make sure people do what they say they are going to do? I would like to hear them. Send me an e-mail: Patrick@PatrickDonadio.com.
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Jim Canterucci
www.MyPersonalBrilliance.com