Forbes shared an article about a survey in which employees were asked: “How frequently, if at all, are you able to make the connection between your day-to-day duties and how they contribute to the company’s bottom line?”
Of those surveyed:
47% said “Always,” 39% said “Sometimes,” 9% said “Rarely,” and 5% said “Never.”
It is important to have clarity about what employees understand. If people do not know how they contribute to the success of their business, then they do not connect their activities to business results. As a leader, how can you contribute to a different outcome? Ask questions, and listen to the answers. Then commit to team development that will shore up areas where understanding is lacking.
Don’t Be a Teller
Listening is often not one of our strengths. Demonstrating our ability is what got us the job as a leader. Once we reach a position where we have the added responsibility of strategy execution, the tendency is to become a “teller”. It is quicker and easier to be the person with the answers then to spend the time developing a team’s understanding of how what they do contributes directly to successful outcomes.
In our sales program, Pure Selling, we demonstrate how the salesperson who is asking questions and letting the customer do the talking is the one in control of the conversation. The rep guides the conversation by asking appropriate, open-ended questions. To help others gain clarity, be sure to ask questions to gain their insight.
Good Coaching Makes a Difference
Coaching is another important component to strategy execution. So, ask questions because we need to consider how aligned their perceptions are to the overall objectives of the organization. Good coaching is a way to help bridge gaps between our intended course and actions based on limited understandings. Additionally, asking for feedback will highlight where disconnects might exist – either yours or theirs. The sooner and better any misunderstandings are addressed, the closer you will come to accomplishing the objectives you’ve identified.
If strategy execution sounds a lot like undertaking people leadership, that’s no coincidence. Strategy development is heavy on science and data. Implementation requires a strong emphasis on first recognizing what people understand. Then use skilled leadership to get everyone to make the connection and have them moving in the same direction.