Our research shows that only 24% of people in organizations can link what they do on a daily basis to the key results their organizations must deliver to remain viable. Furthermore, 74% percent of business leaders feel that the key results their organizations need to achieve are not clearly understood nor actively pursued throughout the organization. When people cannot make the tie between performing their daily work and advancing the cause of the organization, they become less invested in the organization’s purpose and the accountability system begins to break down at every level.
What is the key to any successful employee engagement effort? The Key is Personal Engagement; which begins by clarifying the results you need to achieve as a team or organization and then making the case for “Why” people should sign up, buy in, and take accountability for getting it done. In the end, it’s about engaging hearts and minds so that people want to take accountability and Own It.
It’s worth the extra effort that you will need to invest to capture the hearts and minds of your peers, and those you are leading. By engaging the heart and creating a deep sense of personal accountability for the success of the team or organization, you engage the most vital part of a person’s conviction to get things done. By engaging the mind, you ignite their most creative thinking, as they devise solutions that may never have occurred to you or them.
The power of gaining people’s hearts and minds in getting things done may seem obvious, but the price you pay when they only apply their hands and feet to a task can be enormous. People who invest their hearts and minds and take accountability, go beyond the basic requirements of their jobs, often make things happen in ways that surpass our wildest expectations.
To learn more about how Partners In Leadership’s Training and Consulting Services can help you more fully engage your employees, we invite you to join the Accountability Community at www.ozprinciple.com, where you can review actual client case studies that illustrate the impact of employee engagement on organizational results.
Own It and Accountability Community, are both registered trademarks of Partners In Leadership Inc.
One of the fourteen practice areas at Partners In Leadership is Accelerating Culture Change. In this practice area we help clients realize that their organizational cultures are producing their organizational results. Yes, it is just that basic and simple: culture produces results. If your organization is achieving the results it desires, then your organization enjoys a strong culture that produces what it wants and needs. If, on the other hand, your organization is not achieving the results it desires, then your organization’s culture needs to change. Organizational culture is the primary determiner of organizational results, and organizational leaders are ultimately accountable for shaping organizational culture.
Every organization has a culture that is sending signals to its people on how to think and act on a daily basis. Culture never takes a holiday, goes on vacation, or calls in sick. Culture is working around the clock, regardless of whether you know it or like it. The question is never, “Does your organization have a culture?” All organizations have cultures. The question is always, “Does your organization’s culture facilitate or hinder the achievement of desired results?” Clearly, if your organization’s culture is hindering the delivery of needed results, then you have no choice other than eliminating the hindrances by changing your organization’s culture.
Our research shows that over half of those surveyed consider their organizational cultures to be a major impediment to the achievement of desired organizational results. To learn more about how Partners In Leadership’s culture change models and culture management tools accelerate culture change and produce game-changing results, we invite you to join the Accountability Community at www.ozprinciple.com, where you can review actual client case studies that illustrate the impact of culture change on organizational results.
Accountability Community is a registered trademark of Partners In Leadership Inc.
Recently, the CEO of a client organization in the healthcare industry approached one of his disgruntled customers with a simple message: “I know you’ve developed some rather negative beliefs about us over the past few months and I’m here to find out exactly what those beliefs are, so we can change them.” After the surprised customer delivered a detailed description of her beliefs and the experiences that had created them, the CEO surprised her again by saying, “These are not beliefs we want you to hold, so we’re going to create a whole new set of experiences for you—experiences that will lead to brand new beliefs about us.” For the next several minutes the CEO discussed the new experiences that he and his organization were going to create in a determined effort to change the customer’s beliefs. What ensued in the weeks that followed was a very successful turnaround in the customer’s beliefs.
Is there a shift in beliefs that you need to make with one or more of your customers? If yes, begin by identifying the result you’d like to achieve with your customer. Write it down. Next, identify the current beliefs held by your customer that could prevent you from achieving your desired result and answer this question: What are the beliefs I want my customer to hold? This step may require one or more in-depth discussions with your customer. Then, identify the new experiences you will need to create for your customer in order to shift his or her beliefs. Finally, implement the new experiences and test for movement.
The beliefs your customers hold shape the purchasing decisions they make, and those beliefs won’t change unless you deal with them directly. To learn more about how to change the beliefs of people inside and outside the organization, we invite you to join the Accountability Community by visiting www.ozprinciple.com
Accountability Community is a registered trademark of Partners In Leadership Inc.
