I believe there are a number of areas within an organization where authentic leaders, looking to be successful, have found great benefits by investing in them. These 8 areas are a starting point for engaging the process. The key is to make sure the discussion, responses, and support are real, valued, and measurable in some way.
In this brief article, I refer to a new tool being introduced by Standard of Trust called PE-ER (Performing Excellence, Engaging Recognition) whose focus is to allow individuals, companies, clients, peers or vendors to request, accept, and monitor commitments between participating parties. Now the platform will not be available until Late Summer 2016 but this discussion is meant to provide thought to provoke ideas for change and innovation in anticipation of the release.
The target audience for the PE-ER tool can be solopreneurs working with clients, small businesses working with customers or vendors or larger enterprises who want to enhance the relationship capital they are building on a regular basis. With the tool, one can determine a CRI (Credibility Reliability Index) which can provide evidentiary documentation of the performance of the individual or group collaborating in honoring their commitments. This builds trust, integrity, and transparency which are necessary for continued success.
Since the target audience & industries are so broad, I am referring to individuals, groups, and organizations in very generic terminology. I wanted to avoid business specific terminology.
1. Empower Concise & Clear Expectations:
In our rapidly changing business world, all leaders & managers must understand how to clearly articulate and demonstrate performance expectations while providing data that allows the group members fully understand the reason for expectations. (Transparency) None of this will be worth a whip if the organization doesn’t support the group with the necessary resources of people, time, money, materials, and empowerment.
The Standard of Trust PE-ER Solution provides a platform that ensures that expectations can be spelled out clearly and concisely or renegotiated until the commitments are positively and successfully completed
2. Empower Solid Commitments:
Group members must participate in the organization, feel that the organization mission is important, and show commitment to accomplishing the organization mission and expected outcomes. The commitment will come if group members perceive their service as valuable to the organization and to their own careers and welfare. The Standard of Trust PE-ER solution can help members build credibility and consistency into all the primary commitments made between parties.
3. Empower Effective Competence:
Group members must have the knowledge, skill, capabilities, resources, strategies and support needed to accomplish the organization’s mission and to address the issues for which the group was formed. If the first two are not in place, then this one will get lost in the shuffle.
The Standard of Trust PE-ER solution will allow requesters to define competencies they feel are necessary for completion and the makers can determine if and how deep their knowledge is in those competencies. This can save a tremendous amount of time and error in the process.
4. Allow Actual Empowerment:
The group must have enough freedom and empowerment to grasp and live the ownership necessary to accomplish its charter, but also the accountability. There must be a clearly defined and agreed to review process where everyone is willing to take ownership of the process and metrics.
If there are any inconsistencies or hidden expectations, perceived or real, group members will not take ownership and the entire process will suffer.
5. Empower Timely Collaboration:
The group should understand collaborative processes and work effectively and cooperatively with other members of the group. This means that they have to understand the roles and responsibilities of all members, all leaders, and all facilitators. The PE-ER solution can provide a measurement of commitments kept which can enhance the collaboration process, especially as new members are added to the mix.
6. Empower Honest Communication:
Group members need to be clear about understanding the priority of their tasks, and receive regular feedback, therefore, members must clearly and honestly communicate with each other. Diverse opinions are welcome and conflicts must be dealt with positively.
This dialog is really a beautiful dance when it becomes part of the organization DNA. Members exchange information readily and completely without being coerced or dictated. They will continue the process as long as there is positive receipt and exchange taking place that allows for a win-win situation in the current project or task.
If communications become devalued, then members will begin to reserve comments and provision of information will be allowed to a select group who are supportive. This results in silos developing and broken bridges.
7. Empower & Value Creativity:
The group should be encouraged to value creative thinking, unique solutions, and new ideas; and reward members who take reasonable risks to innovate. If required, the organization should provide training, education, access to books and videos, and experiential trips to stimulate new thinking.
Innovation is successful when the group has the skills, desire, and drive to creatively develop new products, new technologies, new services, or new organizational structures.
Group members can and will constructively uncover each other’s flaws and balance each other’s strengths and weaknesses during the process. Leaders must empower the group in this process and make it accountable for the innovation process.
8. Empower Internal Coordination:
Groups should understand the concept of the internal customer so that they may provide a product or service with excellence. Group efforts need to be coordinated by a central, non-judgmental, core leadership group that assists the other groups in obtaining what they need for success.
The cross- functional and multi-department groups must work together effectively. The organization should develop a customer-focused and process-focused orientation and move away from traditional silo departmental thinking. The leaderboards provided by the PE.ER Solution tool can help measure the effectiveness of how well these groups work together on a regular basis.
When you, as a leader, spend time and attention on each of these eight areas, you can ensure your work groups contribute most effectively to your business success. Your members will engage with you more fully, your business will see new heights, and empowered people will “own” and be responsible for their work processes.
If you are proactive and willing, these areas can be reviewed and actions started even without the tool being active. The key is changing the mindset of all the members of the organization so they see the value of relationship capital and keeping commitments. Making use of an intuitive tool can make the process much more fluid and dynamic, in fact, it could become fun!
I am excited by the possibilities of the PE-ER Solution and how it can be a tool that can add value to all the relationships where it is applied. Watch for information over the next couple of months on the release of PE.ER or drop me a line to discuss at email@example.com.