“Efficiency is doing things right. Effectiveness is doing the right things.” ~ Peter Drucker
The single most important discovery in Collins’ Good to Great research is that greatness is not a function of circumstance, but rather, greatness is a matter of conscious choice and discipline.
Mary Parker Follett advised leasers to:
“Focus on the few right strategies and decisions that would make the greatest difference. Drucker would say, ‘Doing the right thing, even if not executed perfectly, is far superior to perfectly executing the wrong thing.’ Don’t wait for the perfect time to start on a better course. The preeminent leadership quality is the ability to organize all the forces there are in the enterprise and make them serve a common purpose. Leader and followers are all following the invisible leader—the common purpose. The best executives put this common purpose clearly before their group.
While leadership depends on depth of conviction and the power coming therefrom, there must also be the ability to share that conviction with others, the ability to make purpose articulate. And then that common purpose becomes the leader. The job of the man higher up is not to make decisions for subordinates but, “…to teach them how to handle their problems themselves, teach them how to make their own decisions. The best leader does not persuade men to follow his will. He shows them what is necessary for them to do in order to meet their responsibility, a responsibility which has been explicitly defined to them. Such a leader is not one who wishes to do people’s thinking for them, but one who trains them to think for themselves.” ~ Mary Parker Follett, (Lectures, London School of Economics and Political Science 1933 in Classics of Management p. 331, American Management Association 1960)
In Winning (2005), Jack Welch wrote that, “Leaders upgrade their team, using every encounter as an opportunity to evaluate, coach, and build self-confidence.”
Not only is work one’s source of livelihood, it has become the access to social status, to community, and to individual achievement and satisfaction. We need organizations—not only for a paycheck, but to combine their expertise with other people’s complementary skills, insight, and relationships. We need colleagues. LBO is designed to unleash the creativity and productivity of knowledge workers, to create free markets for ideas and innovation, to build the organizational ability and flexibility to respond to change.
Researchers with the Gallup Organization found that “engaged” workgroups have:
- 27 percent lower absenteeism
- 51 percent lower turnover
- 51 percent less shrink (lost inventory)
- 62 percent less accidents
- 12 percent higher customer scores
- 18 percent higher productivity
- 12 percent higher profitability
The Whitehall study, reported in Scientific American April 2008, p. 22, tracked 18,000 male British civil servants. “The lowest–ranking white-collar workers had the highest rates of premature death. It turned out that workload or responsibility had little relation to stress levels. Rather it was how much control an employee had over the work he did.” Leadership by Objectives (LBO) provides employees with the opportunity for input on decisions that affect their jobs and produces greater pride in their work.
Optional Coaching and Training Modules:
Although LBO is a “turn-key” system, with a fill-in-the-worksheet approach to implementing LBO, outside consultants can easily be incorporated within the LBO framework. Prior to introducing LBO, employees participate in a diagnostic “workplace survey” to measure the corporate climate and level of employee engagement. Outside consulting support can be inserted into the LBO framework for a built-to-order organizational development system.
Live consultation and optional training modules are available on an “as needed” basis. These a la carte activities are refreshing “bus stops” where participants get to stretch their legs and become energized for the rest of the journey. Because the bus is chartered, the driver (CEO) decides which modules to visit. This may involve programs from other firms or consultants certified by Morgan Management Consulting. A partial list of optional coaching and training modules includes:
- On-Site, Off-Site, and Telephone Consultation
- Workplace Climate and Employee Engagement Survey
- Leader Effectiveness Training (assertiveness and active listening)
- Core Ideology and Visioning Facilitation
- Team Blending and Team Building
- Individual Strength Assessment
- Executive Coaching
- Effective Meetings
Formula for Greatness:
LBO leverages your knowledge about your business and mobilizes your workforce for greater productivity. It gives promise to the future by drawing upon the potential of individuals to ensure that jobs are fulfilling and individuals contribute fully. LBO inspires leadership and unleashes creativity and productivity.
Leading is about taking risks. Doing nothing is probably the biggest risk. One of the most important things a leader can do is asking what needs to be done, then making sure that what needs to be done is understood by others.
Two reasons people in leadership positions fail: 1) doing what they want to do rather than doing what needs to be done, and 2) not adequately communicating the desired outcomes.
Creativity for innovation can be learned and practiced. But first, we have to open our hearts, open our minds, and open our doors to good ideas that can come from anywhere. LBO provides a strategy that invigorates employees and promotes collaboration. It promotes a shared purpose and direction. By building on each individual’s unique potential, companies are far more likely to succeed. Take advantage of your existing human talent and capability in a manner which enhances society and transforms your company.
Effective leaders know the strengths, values, and passions of their people. They create cultures for people to put their hearts and minds into it and to respond to unexpected opportunities.
Get the right people on the bus! Get everyone in the right seat! Keep the right people on the bus!
Get more productivity out of your people and have them loving it:
- Spotlight the company’s core ideologies to map the route
- Fuel the economic engine to propel the bus
- Do what you are best at to make an easy journey
- Do what you love to make the ride more fulfilling
Managers promote open discussion to eliminate pocket vetoes and silent lies. As employees learn to voice their ideas, dissent rises to the surface where it can be faced—to the company’s advantage.
LBO promotes innovation by encouraging the creativity of an engaged workforce.
LBO fills the company’s leadership pipeline through an innovative career management process.
Remember when professional athletes signed with a team and the team owned the player until he was traded or released? There were two guys that played for the St. Paul Saints (Brooklyn Dodger triple A farm club). It was widely accepted that if they were owned by any other organization, they would be playing in the bigs. They weren’t good enough to beat out Jackie Robinson at second or Peewee Reece at shortstop. The two minor leaguers were not traded, because Branch Rickey didn’t want them playing for the competition.
Those days are gone forever. Free agency has likewise come to the corporate world. Mergers, downsizing, contracting out, government contract cancellations, office relocations, and terminations work against employee loyalty. Even small companies utilize strength assessments to get the right people off of your bus and onto their buses.