TRYING TO FIX WEAKNESSES?........ STOP IT
Whether poised for growth or hitting the ceiling, over 80% of the companies that approach us for help have people at the heart of their challenge. During the early phase of implementing the EOS system we quickly introduce tools to help leaders gain clarity on Right People / Right Seat. Now while these tools can quickly identify inconsistencies in the business I see many entrepreneurs struggling emotionally to confront the results. Whether Mary or Brian has been with you for one or fifteen years, if you and your business are for profit, addressing people issues are fundamental in being able to move forward.
If I asked these same leaders, to invest their own money in stocks and shares they would intuitively know that it's best to bet on winning stocks, and winning businesses. They would do their research, follow trends and look at data, they know better than to sink their hard earned savings into a business that has consistently struggled. Yet when most of them think about how to invest their other workplace resources (time, money and mental energy), most continue to dwell on fixing weaknesses, instead of building on strengths. Instead of playing to advantages, we strive to fill in what nature left out.
We help start the process by introducing two tools from the EOS toolbox and the first of these is the accountability chart. The first course of action is to remove all the names from the company's organisation chart (including the leadership team) and thoroughly go through each business area to determine it's role and key functions. Once complete, the team is able to identify the right seats for the business. After this exercise has been bedded in, the second component is to get total agreement on the business's core values (3-7), these define the culture of the business and the heart of how the organisation engages with each other and its customers (the right person). Once the core values have been agreed we apply them to the EOS People Analyser to test and measure them (including the leadership team) to see who exhibits them and how they are applied.
In many cases these exercises help identify whether the business has all areas covered by having the right person in the right seat. If not, these issues are costing the business money, restricting growth and the ability to compete effectively in the market place. Having the right people in the wrong seat will show that although these people exude the businesses core values they struggle to perform and deliver results. On the other hand, having the wrong person performing and achieving results may seem okay today but sadly they are disengaged and the source of bickering, pushback and negativity.
Using both the Accountability Chart and People Analyser to quantify the gaps and help enlighten the individuals, a performance plan will need to be agreed and implemented. It is important to have a S.M.A.R.T. plan in place so that the individual can remain engaged within the business (if they so wish). We recommend that the best support for these individuals is to identify their strengths (using the Gallup Strengths Finder), as this $15.00 tool will not only identify their key strengths but includes an action planning guide for use in the performance plan. Remember, the key is to give them the opportunity to focus their strengths, stay engaged and close the gaps.
A misguided Maxim?
"you can be anything you want to be, if you just try hard enough."
Whether its a star sales person promoted to the role of sales manager, or the most productive office cleaner being elevated to supervisor, unless these people have an innate talent to develop other people they will not achieve the required outcomes. This may not only be a waste their time but the chances are they could have increased their contribution to the business if stayed in their previous role.
In researching Strengths Based Leadership, Gallup scientists studied more than one million work teams, conducted more than 20,000 in-depth interviews with leaders, drew on 50 years of Gallup Polls about the world's most admired leaders, and even interviewed more than 10,000 followers around the world to ask exactly why they followed the most important leader in their life.
If these issues resonate with your business contact us for a free 90 minute meeting.
*Gallup has studied performance at hundreds of organizations and measured the engagement of 27 million employees and more than 2.5 million work units over the past two decades. No matter the industry, size, or location.