Goals: more than direction

March 18, 2011                                    The Goal is more than just “direction”

            In my post of Feb 26 I wrote on leadership not being used in the organization and 5 action an influencer should do to stay engaged with the workforce.

                                   Make a resolution for yourself that you, when you are  the lead influencer, will engage with the team to insure they know

  • what is expected (the goal),
  • that the goal is worthy of the team,
  • that the team is encouraged along the path,
  • redirected when they stray,
  • and celebrated when they succeed.

          In my post of Jan 31 I wrote on connecting to the workforce of your office so that you

                                  1. You stay connected

                                 2. They can see that you are connected.

                                 3. Actually be connected.

          As  I have the opportunity of working with bringing an organization from good to great and as I am working with an individual coaching project doing the same transformation, it is clear to me that the goal is more than just the direction. The goal also dictates how much the leader needs to engage with the workforce; how much the leader needs to do the actions listed above. If the goals are mundane the workforce can struggle along, figure things out on their own, and make the goals. If the goals are transformational for the organization or the goals are time sensitive, leaving development and leadership to happenstance will reap the whirlwind.

        For the most part then, based on the magnitude of the engagement of leadership one can discern the perceived degree of difficulty of achieving the goal from the perspective of workforce. A lot of engagement means the manager is concerned.

       By the way, this is where Blanchard’s 3rd skill of a situational leader is imperative: Partnering for Performance. The perceived degree of difficulty by the leader is only part of the puzzle. What is the perceived degree of difficulty of the goal by the workforce? Those must match or there could be over or under supervision with the ensuing calamity that surely follows.

  • Stay connected.
  • Make your goals clear.
  • Check for the degree of difficulty.
  • Meet the real needs.
  •  

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