11/25 2011

Posted in:  Coaching, Leadership

So now that I have discussed why a committed workforce is a great thing for you and your business, let’s review what it takes for us as leaders to create a committed workforce.  This is where the rubber meets the road- we as leaders must take responsibility for creating the workforce that we desired.  And if we desire commitment, there are behaviors that we must be willing to commit to. Are you ready?  Here goes…

1. Model the desired behaviors.  The worst way to gain commitment is to say one thing but do another.  I had a boss actually tell me one time, “Do as I say, not as I do”. That is exactly the opposite of what will get you the results you are looking for.  In order to ensure that your employees are committed to the standards, we must first demonstrate our commitment by following the standards ourselves.
2. Speak with ownership.  It is important that the communication you use conveys ownership for the standards.  One of the worst things to say is that, “They decided that it would be a good thing for us to do this”.  Take ownership and put yourself at the helm of the ship and guide it where you want your employees to go. If you think that deflecting ownership of a decision will make you look like more of a hero- you’re wrong.  Deflecting ownership just makes leaders look weak.
3. Gather ideas from your staff before you roll out new policies.  People are more committed to ideas that they helped create.  Getting your employees together for focus groups and informal chat sessions to understand their viewpoints will help them to buy into ideas once decisions have been made.
4. Ask your employees, WHY they are not following the standards.  If all you are doing is telling, telling and telling more rules and not asking them why they are not following the rules, you will never figure out what is standing in their way of getting committed to the standards.  Stop telling and start asking more questions and you will find out many many things!
5. Funnel results upwards if things are not working.  Sometimes rules are made in ivory towers that look really good on paper but when they are put into action, they really don’t work so well.  If you experience this is your business unit, be sure to funnel these results upwards so everyone understands what is working and what is not working.  Become an advocate for putting the right decisions in place for the right reasons, not just enforcing rules because someone said so. If you are challenged with getting commitment to a standard, be sure that you get all of your questions answered so that you can effectively answer your employees’ questions.
6. Explain WHY a standard is important or why a rule was changed. Employees will be more likely to get committed to rules when they understand why the rules are in place and how the rules benefit them, the customers and the company as a whole.  The old saying of “Yours is not to question why, yours is just to do or die” does not work!  Again, fall back on asking questions and find out if your employees know why a rule is in place.  Their answers will give you a clue as to how committed they are to the standards.  

We as leaders must take responsibility for our behaviors and recognize how our behaviors impact the behaviors of our employees.  Check back for more details about additional leadership behaviors that create a committed workforce. There is a direct correlation between our behaviors and the results that our employees are getting.  Contact me if you want more details about changing leaders’ behaviors.  

MOMENT OF REFLECTION
How are your behaviors as a leader helping to create a committed workforce?  What can you do differently beginning today? 

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