Have u ever wondered why we do not get the results even when u feel you have put in your full effort? For example, you have been giving your 100% commitment, but still the productivity is not up to the mark.
Your efforts always have to be in line with your expected end result. Many times people spent a lot of time and effort to get something right, but irony is that the action taken will end up yielding a different result. This gap between your efforts and end result will yield to leakage in productivity, quality and satisfaction, and most importantly your precious time.
The main rule to help you fill this gap is to know the fact that;
100% result is a function of collective involvement from all stakeholders. This means, for an initiative to be successful, your 100% commitment and effort is basic minimum required, but that is not all. You need similar involvement from all other stake holders. If not there will be leakage.
Now that you know the trick of the trade link your objectives to a purpose one level below your end objective. That means your effort should just not be to achieve your end result, it also should be linked to the way you achieve it.
For example, if you have a risk of delivery slippage and if you need the team to work over time for the day, just putting a target to the team might not yield the result. It also requires briefing the team on the impact to the team and organization if delivery slips and get their readiness to do the extra job. The productivity of the effort will be much higher in this case and you will have a stress free team coming back to work on next day. In short, If you try to achieve a goal without getting a buy in from the stakeholders first, the result will either get delayed, or will be partial or will never be achieved. The only change you have to bring in now is your perspective to get a job done. It has got extended from ‘mere achieving a goal’ to ‘how well to achieve it’ as well.
This is just one example. You will come across many such instances where you generally fail to understand the larger objective and end up spending time and effort to achieve half result. This definitely is a large topic to just contain in a small blog like this. I would like to end this blog by giving some simple examples of how to change your perspective for some common situation you may come across.
• If u happens to shout at your team member, check if your action will have a positive effect on the person. If not don’t shout just to release your stress. Instead treat him/her differently to achieve the objective.
• If you want to criticize, check if your criticism is done in private and that whether it will help him to change his perspective. If not, better don’t criticize, instead find a better way to deal with him. Make sure u start your criticism by acknowledging his/her good aspects first.
• If you want to praise a person, do you think it is timely and earned? Sometime untimely praising can be looked up on by others as being partial. So praise only for the specific achievements leaving way for some criticism in his/her other areas to improve.
• If you want to ignore a person due to your bad relationship, do you think it will add any value other than enabling you to escape an encounter? If not, better ignore/forget only the bad dealings with him and not the person as a whole.
• If you are doing an activity, think 10 times whether you are doing it at your convenience or with a dispassionate approach. If it is done at our convenience, the sweet of the fruit might be short lived. If you take dispassionate approach, the result might get delayed, but will earn respect and longevity.
Hope this will help you to re look at your perspectives every time you initiate an action at your end. Break the general practices, because general practices are generally norms created from convenience. To make it in to big league, merely following general practice and emotions will not suffice, instead you have to think and act beyond the obvious.
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