I’ve heard managers complain, “These people just don’t get it.”
Poor management is the reason people inside organizations are in the fog.
Impose the job of creating clarity on yourself. Stop complaining about people who don’t get it. Confusion in others is your opportunity to become a light in the fog.
Lean into confusion, not away from it. Confusion is your friend.
Managers who embrace and then solve confusion move forward. Everyone else is lost in the fog, even if they’re working hard.
Ron Wallace, former president of UPS International has a plan for lifting the fog.
4 ways to become a light in the fog:
#1. State your expectations and then follow up.
“There is nothing more frustrating for motivated people than not knowing exactly what is expected of them.” Ron Wallace in Leadership Lessons from a UPS Driver
- Describe the results you want.
- Explain the standards the results must meet.
- Define the deadline. (Is it flexible or set.)
- Set the budget.
- Identify resources.
- Relate any constraints (sacred cows to avoid).
- Establish the when and how of reporting progress.
- Outline how performance will be measured.
- Make yourself available to help.
#2. Translate expectations into deliverables.
Explain expectations. Don’t tell talented people how to deliver. “You placed these people in positions because they know how to do it.” Wallace
#3. Hold people accountable.
“If you don’t follow through with both inspections and acknowledgements, it is easy for people to think that what they’re doing isn’t important.” Wallace
#4. Check your own progress regularly.
“The gap between a leader’s expectations and a follower’s actions is usually more about their relationship than it is about matters of substance.” Wallace
You find success by delivering results through relationships.
How might leaders/managers create greater clarity?
Original post can be found here: Light in the Fog