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  • The 7-Step Iron-clad Formula That Will (Finally) Focus Your Team on Results

    Roxanne Emmerich, The 7-Step Iron-clad Formula That Will (Finally) Focus Your Team on Results

    The 7-Step Iron-clad Formula That Will (Finally) Focus Your Team on Results Most workplaces are filled with people who are busy, busy, busy, but never seem to get results. They feel that a good excuse is a fine replacement for results any day. Everyone thinks there is no excuse for OTHER people not doing THEIR job, but do not understand that the results of their own job are just as important. 

    Some people find accountability to be intrinsic—they own it in every cell of their bodies. For the rest, here are 7 ways to activate the potential for 100% integrity. 

    1. Throw out job descriptions Most lenders think their job description is to “close loans.” In reality, you need a job description that outlines the real purpose of the job well done. For a lender, it might be, “to bring in A+ quality credits at premium pricing, winning the entire relationship and getting all their friends' business.” It also needs the key requirements of the job, and, of course, the right metrics for measuring results. 
    2. Public ownership of team goals, outcomes, and processes Imagine a daily huddle where all employees are celebrating critical drivers of the organization and the numbers they contribute to make those happen. Imagine that if something isn’t at 100 percent of goal tracking, everyone starts volunteering their solutions, and more importantly, their commitments, to get that result above goal by the next day. 
    3. Create a “systematic” celebration machine Yes, celebration is good, but not celebration for just showing up; not celebration for “a good effort.” Instead, you want celebration for key results on KPIs, critical drivers, targets hit and for the team hitting their targets in your team contests. Create daily, weekly, monthly and quarterly rituals of celebration, but all tied to key results: that’s where the magic happens. 
    4. Expectation of self-management to critical drivers ALL employees completing 5-minute weekly reports to critical drivers, along with their action plans to transform those results, is critical to keeping results advancing. Someone who self-manages will no longer miss an under performing key measurement because they see how that lacks integrity and scuttles the ability to authentically transform their results. 
    5. No guilt and shame – but clear expectations for immediate improvement When you publicly celebrate individuals and teams that are “above the line” in their results, it’s not about guilting or shaming those who are not performing above the line. But you also don’t want to protect them from the comparison. They need to see how they’re doing relative to others so they understand that they really do need to make changes. 
    6. Understand that an activity is not a result Adverse people come in many flavors. One is the “excuse person” who brings great creativity to this part of the job. There’s always a reason why they couldn’t, but rarely a solution. It sounds like, “I sent an email,” or “I told her…”  These are the ones who don’t understand the adage, “Don’t tell me about the labor pains—show me the baby!” 
    7. Expect evaluation When every employee has his or her 3 to 5 critical drivers, each is measured on each one, and managers focus like lasers on the success of their team’s critical drivers, it’s impossible for people to stay under the radar. 

    A team that’s fully accountable to hitting your growth targets is a thing of beauty to behold—and manage. 


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