Triangle of Worth ™


Some advice with regard to strategies that I can *prove* deliver results for diverse, geo-distributed teams:

The Secret Sauce: Based on a recipe I cooked up a few years ago called “Triangle of Worth” the key philosophy is a combination of elemental needs for teams and individuals to have a high sense of worth in the workplace and they are:

  1. sense of vital mission – am I working on the critical path?
  2. sense of equity – do I get out something commensurate to what I put in?
  3. sense of respect – am I able to respect the values and mission of my colleagues and peers – and can I assume they respect mine?

Many of the best trends you can observe in the ‘organisational health’ stats I am proud to have been associated with across a number years, teams and geos are influenced by putting this philosophy into action

Ingredients:
  • Clear Vision and Mission
  • OnePager or Equivalent set of goals and KPIs
  • Regular review period not > 3 months
  • Actionable Scorecard
  • Great communications
Method:

Take your OnePagers and make sure they represent a nuclear group – there are 10 active OnePagers for a team of around 60 peeps – so in aggregate no more than 6 people can describe their work in 1 page. I don’t know what the maximum size is to be effective – but it is not huge

Happy to supply some examples / templates – mail me directly

Finally – get into the rhythm of sending weekly notes from staff meetings to all hands – but these notes always start with a commentary from the leader and follow with the wildly important goals for the team this week (not a status of things got done. The focus on goals for the week makes a difference as they tie back to OnePagers or KPIs and so ground that cannot be overwatered is watered again. Regular and consistent is key.

Go, start now!

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“Burning Deck” without setting things on fire


The role of leadership teams in providing motivational gravity

Some weeks back in a hugely impactful, and widely reported memo to his staff,

Nokia’s chief executive to staff: ‘we are standing on a burning platform’ http://bit.ly/ePlUgo

Mr Elop made a dramatic call to arms that I found inspirational, but which also got me wondering “how do I get my team to work in burning deck mode without setting fire to things?”

Regression to mean can be observed in that left to themselves, teams regress from high performance to the mean, normal performance. Normal is misleading, I do mean underperforming; performance is not sufficient to meet the needs of the business.

As leaders, the question we need to ask ourselves and our teams when we recognise performance as regressing is “If we carry on at this (normal) rate, how long have we got left?”

  • before we lose our market position
  • before we lose our relevance
  • before we lose our jobs?

and when the answer is “not long” – burning deck motivation looks ideal

image

I like the phrase “Job Tourist” to describe a mode we all get in and can recognise, pretty much all of the above are words we use or situations we are in where we are coasting, passing through work – normal performance.

image

These are the words and situations represented by the paradigm of standing on the burning deck of a ship and, are easy to understand as attributes a leader would like to observe in a team that is need of greater performance.

Here is where the role of the leader is to provide motivational gravity that inspires and pulls team performance from “normal” to “burning deck”

Motivational Gravity

Motivational Gravity pulls normal behaviour to exceptional through:

  • Clarity of purpose [confront difficult issues]
  • Behavioural modelling [authentic belief]
  • Consistent messaging [systemic not tactical]
  • Emotional appeal [critical path]

The leadership models I’ve borrowed from are obvious to most readers but this is where to apply that theoretical learning you’ve done to great impact.

And that is the key message here – it’s what we do that matters, not the people we have doing it for us. The role of the leader is to provide that motivational gravity that shifts performance of the team as a whole from normal to something exceptional – go, start now!

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