Volume 1 / Issue 6 / June 6, 2016
From buy-in to commitment 9 key factors…
1. Use inclusive language e.g.: we, us, our, etc. Begin with every new employee to eliminate the use of “I”, “my”, etc.
2. Let people know what you expect Use language with precision – use straight talk to clearly say what you mean. Vagueness hurts! Where there are holes in understanding, the mind tends to fill the void with the worst possible interpretations.
3. Communicate your vision in conversations – every day! Remember, change does not take place by edict on the wall, but through the conversations you have every day!
4. Nothing shouts louder than how you walk your talk – every day! What is even better is to ‘Talk your walk’ ahead of time so everyone knows what to expect, and why you walk the way you do!
5. Acknowledge team member achievements to those outside the team with pride – E.g.: to other departments, send notes home, etc. Don’t under-estimate the impact on the employee.
6. Have zero tolerance for gossip– but encourage informal communication. Build a discussion & ‘
7. Decision-by-data’ envelope around your value-adders as you grow a thinking environment. In Toyota the “TPS” stands for the Thinking Production System
8. Give every person the feeling they are part of something bigger than the team at hand – let the voice of the customer(s) be heard
9. Give folks clear choices & indicators – make them highly visible… recognize ‘right-stuff’ loudly ~ ‘coach-out’ wrong stuff privately
As we move into increasingly difficult times it will be important to get everyone on the same page and on the same line as they learn to play the right notes.
We will begin to think more about Vision … And we’ll be quicker to recognize that every time we hear the phrase ‘we are not on the same page,’ we will understand that we are not aligned – and where there is misalignment there is always waste.