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LMA Multimedia
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How to Create a “Burning Platform” for Goal-directed Action
How do you create an environment that encourages and accelerates goal-directed action? How do you gain buy‐in and commitment to company goals and establish the necessity of immediate action toward those goals? What follows is a series of questions that will help you tap into the "fire" of your individuals, and ignite organisation wide goal-directed action!
With regard to the individual team member and desired actions and results, ask yourself:
- Do they clearly understand what it is they are supposed to be doing? (Communication issue)
- Do they know how to do what they are supposed to be doing? (Training issue)
- Are they able to do what they’re supposed to be doing? (Possible wrong person for the job issue)
- With regard to potential organisational roadblocks, are they going to be able to do what they are supposed to do? (For example, do they have the requisite authority, access, information or supporting resources/assets such as financial or human capital, available time, equipment/software or processes in place?)
- Do they want to do what they’re supposed to be doing? If not, why not? (Motivation issue)
- Understanding that people are more likely to support what they help create, did they have input into the development of the company goal? If there was not direct input into the larger goal, did they voice agreement with the specific action steps for which they are responsible?
- Do they understand the benefits to be gained and losses to be avoided by taking appropriate action: for the company, the department, the team, and, for them, as an individual? Has the “win” for the company, department, team, and/or individual been explained? Do they clearly understand the consequences of not taking this action?
- Is there something going on in this individual’s personal life that is impacting their follow‐through?
- Do they understand that it is their job to do it?
- Do they clearly know the expectations?
- Does their value system mesh with the organisation’s goal(s)?
- Do they understand why the deadline is what it is?
- Do they know what doing their part contributes to the team, to the department, to the organisation? Do they understand the significance of their role in the overall organisational game plan?
- Do they feel that their work is valuable, and that they are a valued team member?
- Do they know what the potential career paths are for them within the organisation?
- Do they know what career development plans you have for them?
- What are you doing to inspire the best and brightest to stay with you?
- How much do you know about their goals and aspirations?
- What are you doing to help them achieve their goals?
- Do they have a coach/mentor who is working with them?
- Have you tied advancement in career development to the action steps at hand?
- Do they enjoy coming to work there every day?
Why does one person passionately pursue excellence in execution while another produces far below expectations? Help your people feel good about what they are doing, where they are at, and what their future can be with your organisation. Offer them growth tasks and training. Share insights and ideas for their development. Build on their skills and experiences. Tap into the “fire” of the individual and ignite organisation‐wide goal‐directed action!
If you believe this information would be of interest to a friend or colleague, forward this email.
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