If You’re Missing This in Your Company, You’ll Waste Your Time and Momentum

Posted on March 6, 2018 by Kevin McArdle in Execution, Lack of Control, People

Building Trust

One of the critical transformations that happens when a company implements a more disciplined and accountable approach to operating is that they create a leadership team that actually trusts one another.

Before this transformation occurs, company leaders often waste time in meetings that involve an elaborate dance where each function head describes their actions and are bombarded with questions and advice.

I’ve seen this happen to sales departments, engineering groups and business development units among many, many others. During these meetings, each department is examined in excruciating detail with project by project explanations, scope statements examinations and on and on it goes.

Why? Lack of trust.

Companies who take a more disciplined approach to managing their business operate in a state of complete trust. When the head of engineering says that her team will deliver the next release on time, everybody believes her.

Why? They believe her because she has an objective means to measure, track and report progress. They believe her because she has demonstrated in the past that if she can’t deliver it on time, she will say so and ask for help. Companies who have reached this point have established enough trust that when one of their leadership team members says “I’ve got it,” they believe it. There’s no elaborate dance, no debating the details, no unsolicited advice. They trust it will be done.

Which of these scenarios is happening at your company? And which do you want to foster?

Executive Insight:
The most effective executive teams focus on results. They start each task with the question, “What results are we after?” rather than emphasizing the work activities or the techniques and tools needed to accomplish the task.

Establish a clear set of criteria and measures which enable you to work on what’s really important: contributions and results. Encourage your team to focus on these areas, instead of how the work is getting done. Otherwise, if you’re just discussing the activities and not the results, you’re on the treadmill and you’re not making a difference.

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