Take a look at the model below. What do you notice is the end state? Results. Results are always the end state in every organization. That’s all that anyone cares about. One famous organization has a mantra of “don’t tell me, show me.” It may sound callous, cold, or unnerving, but it all depends on the mindset that takes you there. And really what makes the good organizations great is they innately understand how the experiences and beliefs of the employee are the most instrumental part of creating results. In the same way that quality ingredients make a great dish, a wonderful experience can make impactful results.
So what’s the best way to impact your direct reports’ experiences? Your leadership style, of course. And by shaping their experiences, you are helping them form beliefs about those experiences (either being aligned or not aligned) which impact their actions and results.
It’s quite simple conceptually, but it’s often overlooked since people focus too often on just one part (particularly the results) and do not look at their leadership strategy as whole. What we often forget is foundation for those results. I’ve heard some say, “I want to hire someone with the “It” factor”, but there isn’t a psychological measurement in existence that accurately and reliably tests for that. A person successful in one role may fail miserably in the same role at another company. Instead, you have to consider the experiences and beliefs that person is bringing to the table and how well those will mix with the rest of the team.
And what is the culture of your team or department? Don’t think that’s an important question? Try to change it. It will be incredibly difficult and take significantly longer then you would ever imagine. This is because the culture is made up of, and held in place by, the experiences and beliefs held within your team or department. By providing the correct leadership styles, you can influence not just the results, but the organizational culture around you for the better.
Think strategically and act permanently.
Next time you head up a team or a project, understand what experiences and beliefs you are leaving for your team. You may be surprised at what results are yielded if you create a people-centered, result-oriented experience.
Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com