Have you ever had these grand ideas about where you want to take the team or the organization and you can’t quite figure out how to get employees engaged in that plan? Just how do you get them follow it and achieve the objectives you’ve set forth? It’s somewhat like the old adage of “build it and they will come” but in order to build it you have to get them involved and here are three ways to involve employees, engage their input, get them to follow the plan, and lay that strong foundation.
Few employees are inclined to blindly follow the leader if they feel they have no ownership in the direction of the team or company. Ask for their ideas and their input and you’ll get their buy in. Give them direction with no reasons and no consideration for what they might think or feel about this direction and it will feel like you’re pushing rope or trying to give water guidance. In this case, asking for their input is more than saying “what do you think?” or “does that make sense?” Make your questions meaningful and even consider conducting an activity that involves them in the analysis of where you are now and where you want to go. There is an eBook I’ve provided at the bottom of this Monday Moment that will guide you through one such process.
One of the most important elements of any organization is their history. The same applies to the team and if you want to build a strong future, take a moment to look at what got you where you are today. Where have you been as a leader, a team and an organization? What’s worked? What hasn’t? What might need to be resurrected and tried again in these new times and new environment? Dismissing ideas that didn’t work before is dangerous and only appropriate if you live in an environment in which new solutions aren’t created, invented or implemented on a daily basis and that, my friend is NOT the world in which we live. Think of all the apps, products, and solutions you now have for needs you didn’t know you had that you’re twelve year old has no idea never existed! Ha!
Not every goal or desired direction is an A list, on fire, do it right now kind of idea. Once you’ve conducted your initial SWOT Analysis, for which you’ll want to use that eBook I’ve shared in this post, put some time into prioritizing what is the most desired direction or goal for right now. Prioritization may involve budget, current resources, existing man power, or environmental issues, but it also needs to include employee buy in. What is most important to those employees whose input you’ve asked for and who in many cases were a part of the history that got you to where you are now. Their opinions may not be the only deciding factor, but the key here is to create a strong foundation and engage employees in the implementation and achievement of your plan, so involve them in the process of prioritization, too.
The Monday Moments are all about helping you become a better leader and with the use of this information and the eBook in this post you’ll quickly become a better leader of you AND of those you lead, all operating from a strong strategic foundation and plan. I’m Monica Wofford and that’s your Monday Moment. Have a great week, an even better Monday, and of course, stay contagious!