Not enough to just start them driving

Driving

Start driving.  I’ll let you know if you’re going in the wrong way at the wrong speed“.

I see this a lot.  It might not look like this at first, but it’s exactly the same.  I see it in position descriptions:

  • “This role exists to produce frameworks and strategies…”
  • “The role includes analysis of reports and producing of recommendations….”
  • “The incumbent will demonstrate their skill in influencing and negotiation…”

And I see it when people are given work:

  • “Could you have a look at that article….”
  • “Draft up a paper which looks at the options….”
  • “Put together a policy on how recruitment will work…”

What’s missing from all of the above is what we are actually trying to achieve here, and why.  Without context, purpose, the actual outcome and the quality standard being clear, we are only telling people to start driving.

And this isn’t fair.

Try this: “We’ve got two of the people from the New York office flying into Melbourne next weekend, and I want them to see a unique Aussie experience to build the relationship.  I need you to meet them at the airport and take them to something like an AFL game – as long as it’s something they can’t see or do in the States, it’s fine.  Budget for the whole thing is $2,000, and I need you all back here ready to start on Monday morning.”

Beats the hell out of “start driving…

Clarity on outcome allows your employee to use their natural creativity to come up with something.  In other words, genuine motivation.  And avoids them thinking “if they’d just told me the outcome they were looking for, I could have done a much better job“.

Take the time to imagine what outcome you really want, and why.  Then communicate it.  You’ll be creating a win for you, and for your people.  And you can tick one of the boxes of a competent leader.

 
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