So Mike took matter in his own hands and set out to make an extra effort. He would dedicate an extra hour or two daily with the sole purpose of learning the foreign language. But results didn't show. He failed the tests and his improvement was slow.
After months of trying, he came up to his teacher and told him "I've been trying real hard to pass your course and learn but I just don't seem to get it. What can I do? I'm trying very hard!" To which his teacher replied "Too bad but I'm not grading your effort. Your grades are based on results".
He told this story to his staff to point out that no matter how hard they tried, if they didn't deliver results, they didn't have a future in the company.
I think there are two misconceptions in this story:
First, if your staff doesn't deliver the expected results it's more likely that there's a leadership problem, rather then lack of capacity. In the story the teacher doesn't have the patience to help a student who has difficulty learning a subject. This doesn't mean his not able to learn, this only means he has to learn in a different way or maybe needs more guidance than other students. So this is a clear leadership issue. As a leader you have to identify inside your organization your employees skills and assign them in the right positions. You have to make sure they have proper training as well, but it is your responsibility as a leader to develop people in your staff.
Then we have the effort issue in this story: rewarding effort is a basic element that enhances performance and develops creativity. You have to make sure the efforts are focused and aligned with the company's objectives and goals, but again you as the leader have the task of guiding those efforts and convincing people to go down the right path.
Remember, when you become a good leader your employees will certainly deliver the results you expect.
the commintment of the team is a must,and without the proper guidance it will be lost...
ReplyDeleteTotally agree. But the leader is in charge of making the team commit. He's got to make the team believe in their goals and provide the very much needed guidance. Thanks for the comment!
ReplyDeleteyes..you said it right..make the team beleive..
ReplyDeleteCreo que la cultura empresarial de nuestro país difiere a lo que tú mencionás en este post. Pienso que eso nos ha obligado a motivarnos individualmente y, como el ejemplo del estudiante, comprometernos con nosotros mismos a dar el "extra mile" siempre.
ReplyDeleteNo digo que no tengás un punto válido.. pero creo que es irreal en ambientes laborales en los que, sin temor a equivocarme, tú y yo nos hemos desarrollado.
Ese es precisamente el punto. Me parece fantastico que la automotivación funcione dentro de las organizaciones, pero los líderes tienen que asegurarse de que los esfuerzos o el "extra mile" este orientado hacia los objetivos de la empresa.
ReplyDeleteLa automotivación que viene por la falta de liderazgo claro me parece muy buena (pero conozco pocos casos de estos), pero en mi opinion esta tiene que venir porque los lideres motivan a su gente de tal manera que creen firmemente en el trabajo que desarrollan.
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ReplyDelete