Here is Bob's seven-step formula you can use to create accountability and achieve extraordinary results in any organization:
- Establish the organizations top three objectives. This means the significant few, not the important many. Once identified, objectives must be clear, concise, measurable and obtainable. Notice I didn't say easy!
- Assign each team member his or her respective objectives. Remember, when combined they must allow the organization to achieve its top objectives. In other words, the sum of the parts must be equal to or greater than the whole.
- Ask each team member what he or she needs to win. To help people win, leaders must remove the roadblocks that stand in the way. Do this by having each team member identify a maximum of three things they need to accomplish each objective. Have them put it in writing.
- Agree on what the leader will do to help. Meet individually with each team member to clarify the roadblocks and agree on what's needed to win and who will be responsible for making it happen. In all likelihood, the leader will assume some responsibility. Why? Because you're responsible to people, not for them. Being responsible to people means helping them get what they need to win.
- Follow up. Each direct report should schedule a 30-minute monthly update using a standard color-coded results report. Results at or above the plan are in green and any area behind plan is in red. Focus the conversation on what was done to achieve green and if the results will remain green for the remainder of the year. When discussing red results focus on what will be done to achieve green status, when it will be achieved and any help that's needed.
- Share lessons learned. Hold quarterly meetings with all direct reports present to discuss lessons learned, identify critical roadblocks and make specific offers to help any team member behind plan. Remember, the leader wins when everyone on the team wins.
- Reward results. When objectives are achieved, ensure that rewards are disproportionate and highly visible. Those who achieve the most get rewarded the most-and everyone should know that. It's just that simple. Ensure that people at the bottom are either improving their performance or being moved out. No one with poor performance gets to remain on the bottom for more than a year without action being taken.
BOTTOMLINE: It's amazing how common sense approaches really do make a difference. Why then, is common sense - not so common? Typically because the approaches don't take the human factor barriers into consideration. We all know that these approaches "should" work - but we still don't do them! Here at Six Disciplines, we believe it's time for an "execution revolution" to take place.