Top performance is guided by clarity

Posted: July 9, 2014 | Categories: Management

As an executive coach, much of my time is spent working with companies to build a top-performing championship teams.  There are many elements to a #1 team, and the one I would like to talk about today is absolute clarity of roles and expectations.  First things first.  Before implementing this step, it is assumed you and your team have a clear vision, you are excited about it, and you have the “right people on the bus”.  Without this, there is no getting off the launching pad.

Back to Clarity:  Today I was meeting with the president of a mid-size manufacturing company.  His sales needed to increase, and after asking a few questions, it became apparent that the roles and expectations of his team member’s were “blurred”.  When this situation exists, teams are less efficient, more frustrated, and also increasingly likely to blame others or point fingers.  Gaps and overlaps won’t do.  A championship team must make every move count, and that comes back to absolute clarity on each team members roles and expectations.  Here is a simple exercise we can do to get started on this:

Start with one of your team members.  Take them out for a cup of coffee.  Explain to them your objective:  You are looking to increase team performance, and one of your goals is to meet with everyone and make certain roles and expectations are clear.  Start with the question, “Tell me why your job exists”.  Another question could be, “When you get a paycheck, exactly what do you think we are paying for?”  These sound like intimidating questions.  If they are asked in a climate of mutual trust and respect, they work well.   Ask the person to take a few minutes to write down all the results they are paid to deliver.  Then, you yourself write down all you believe they are paid to do.  Stay with it until you have a comprehensive list on both sides.  Once you do, put them side by side.  When you do, I can almost assure you there will be some areas where you don’t overlap.  It is time for a discussion.  Bring you “circles” together, and come to an agreement.  Now you will be on the same page.  This exercise takes time, and few managers actually do it.  I recommend that you take the time to do it.  You will be one-step closer to your goal of being #1.