An individual or a company that has had inconsistent performance over time can usually be attributed to a lack of routine. All of us want the freedom to do our work with minimal distraction and noise from our bosses and others. While this is admirable and can be validated in some cases, it is not the answer or the strategy for long-term sustainable success. We must understand that structure, standards, culture, and routines are the basis of what an organization can build on. If you do not have the most basic structures in place all of the aspirational thoughts that a leader has can become a level of frustration. Here are three good reasons to implement and maintain routines in a company.
1) WHETHER WE ADMIT IT OR NOT, WE WANT TO KNOW THE RULES- Even the most independent individuals want to know what they can or cannot get away with. If my supervisor has never set the expectation that I need to be at the office (ready to work) at 9am I will definitely walk in the door at 9am and feel good about it! It is human nature to push the limits and good leaders understand and embrace that, which means they are always attempting to provide that environment and sentiment for things that really matter like the next marketing strategy. But if we do not have simple expectations it can become very difficult to get past the trivial opportunities and that will stifle the growth of an organization.
2) WHEN A LEADER’S BEHAVIOR IS ERRATIC, SO ARE YOUR RESULTS- All of us have heard the old saying that the team takes the personality of the leader, and it’s true. If you, as a leader, have the same amount of passion for every aspect and department within your business that will resonate with all team members. The fact of the matter is, that is the kind of water cooler talk you want instead of the kind that will slowly erode your culture. To be specific, if the entire organization understands the importance of their role and that importance is exemplified in the consistent interactions the leader has with the team it will foster and enhance the belief that “what I do is important for US to be successful”. That attitude and demeanor sets up a company to face future challenges head on and with confidence.
3) MAJOR IN THE MINORS- To use a sports reference, if your football team has a poor offensive line it is really difficult to build an elaborate and dynamic offensive scheme. In layman’s terms, as a leader, you must make sure that your organization has mastered the core of your business model prior to implementing more difficult strategic plans. If you run a ditch digging company, you should make sure that your basic hole digging skills are so good that any new hire can come in be an expert within 30 days. If not, you sure can’t graduate on to skillfully carving ditches based upon a customers request. If the standard (and your brand promise) is that we will dig you the best hole that anyone has ever seen, then you better be able to execute on that every single time! Once you do, the add-ons become fun and creative because you have a solid foundation of skill, expertise, and confidence.
At the end of the day, leading an organization to master the basics can and will lead to change and growth. The leader sets the tone for what that level of consistency should and will be so set routine expectations now to create future opportunity, always.
The two words continually underutilized in business today are “Thank You.”. We have gotten to the point in society in which people all over the world add thanks to their email signature so they don’t forget to type it? I mean, I understand not wanting to forget to say thank you but there is a lack of authenticity when you see that it is obviously “pre-written’ with no real thought behind it.
Appreciating employees for their contributions to an organization has become somewhat of a mantra, and deservedly so. But when there is true meaning behind that appreciation studies have shown that it can improve engagement and productivity incrementally. That being said, there are many creative ways to show your team that you are grateful for the work that they do and I am pretty sure that as you read this (somewhere in the world) there is an assigned task force meeting right now in a boardroom to figure out how to show gratitude towards their employees. Don’t get me wrong, I do believe all organizations should continue the journey towards increasing engagement but I am not sure it is as difficult as some have made it.
IT TAKES LESS THAN 5 SECONDS to say or type “thanks” or “thank you”. Seriously, I literally just did it! We are all pressed for the time but when someone does what you’ve requested them do or they go above and beyond the call of duty saying thank you should be an expectation. Of all the things a leader has to do, from a time perspective, this one ranks in the top five all day every day.
IT WILL MAKE SOMEONES DAY whether you believe it or not. Interestingly enough we take for granted that employees view their leaders in a different light and sometimes that light is way more bright than we anticipate. In other words, they think and talk more about their leaders than the actual organization and saying thanks for what they are doing may seem like simple words but those words can make a difference in someone’s day or week.
SAYING IT WITH MEANING does not mean a leader should shed tears every time they say it, but it does mean it should be authentic. Looking someone in the eyes and saying thank you is much more appropriate than finishing a conversation and saying thanks as you turn and walk away. Sincerity when appreciating someone is the true measure of the impact that a leader can have on an individual and we must not take for granted the opportunity to show vulnerability.
So make saying “thank you” a core competency within your organization and then have fun adding on all of the other cool and exciting engagement ideas because you will have a solid foundation of appreciation. “THANKS” for reading this!
The quote “can we all get along” was of course made famous by Rodney King in 1992 during the notorious Los Angeles riots. Since then the quote has been misinterpreted and incorrectly captured over the years, as well as, being made into a punch line. While the quote itself stands alone and is referring to a much deeper level of injustice, I want to relate these words to the leaders and future mentors of the business world.
In today’s business community there are and always will be hot topics and trends that tell our current story and shape the future. But there are also philosophies and themes that will never be fads, they will instead be the subjects that we can always point to as predictable indicators for success. Here are three that fall into that category.
IF THE TEAM WINS WE ALL WIN : Even if you have never been a member of a sports team, all of us have the basic understanding that bringing a group of people together to achieve a common goal is hard work. Getting everyone to buy into a vision that should be larger than an individuals personal needs is challenging enough but then you add personalities, opinions, and egos to the mix and it can be as they say “a hot mess”. But that is what a leader’s job is and if done correctly the ceiling continues to rise for that particular group. If and when a team becomes a true “TEAM” regardless of an individual members business beliefs or opinions, the goals of the team become the most important endeavor on everyone’s plate. Because we are humans and should be defiant at times, all voices should be heard but if the vision has been set by the leader the team will rally for the greater good and the larger accomplishments will eventually be broken down to praise individual performance accordingly.
SHARING AND STEALING IDEAS: Years ago it simply was not the norm to come up with a great concept or idea and willingly share it with your colleagues or peers. As a matter of fact, back in the day it was frowned upon to let the cat out of the bag even within the same office or organization for fear that someone else might get the credit! Oh times have changed and thank goodness because in today’s business world there are several companies that will ask that their leaders have the core competency of sharing best practices to improve the organization. While there are plenty of talented leaders in the world, there will always be a lack of GREAT ideas that bubble up and if those ideas are exposed to everyone it can go from great to spectacular in a hurry. Reason being, if those ideas are shared openly with the intent of improving the operation, the financials, or the experience of the team, execution is much more consistent and seamless enterprise wide. When it becomes cultural to share and steal ideas it becomes natural to want what is best for the brand.
HELPING THOSE AROUND YOU UP THEIR GAME: Whether you are business owner, manager, or CEO a major responsibility that you have is to improve the performance of those that you work with. It has been chronicled for years that elite athletes on championship teams have a positive impact on the people that they play with. I know that it is easy to connect this concept to developing talent but that is not what I am referring to. I am referring to a leader having the ability to role model the behavior that is necessary for the team to be successful. The best and most recent example I can think of is Derek Jeter, the Captain! Trust me when I say that I am not and have never been a Yankees fan, I can appreciate and marvel at the way that he led all those teams for all those years with hundreds of different personalities. His demeanor and consistency at work was tough to deny and any player that joined that team knew that he was going to show all of them what it took to win and be successful. Great leaders should strive towards picking up every individual with the thought and vision in mind that if everyone is connected and at their best WE will succeed. If and when this is done successfully the expectation becomes so clear that the team will self correct (if necessary) at the appropriate time without hesitation.
Yes, I understand it is more than just getting along but a leader should have the intestinal fortitude to ask the question every now and then on the road towards continuous improvement.