Obtaining employee commitment to ‘Ownership’ on the business growth journey

Ownership is one of the six important areas of strategic and operational focus included in our winning (formula)® framework.

Understanding what is meant by Ownership, the link with the execution of the strategy and the behaviours and activities required to realise the vision for the business form part of the leadership role on the business growth journey.

It is linked to the need for consistent contribution from everyone in the business to the plans for growth for the organisation.

It also describes the leadership approach to developing personal accountability throughout the workplace.

Ownership is an important stage for your organisation on the business growth journey if you meet ANY of the following criteria:

 

  • Your performance is inconsistent across selected areas in the business
  • The same group of people perform to their potential in the workplace
  • The same group of people fail to deliver the performance results expected
  • The working environment does not support ‘personal accountability’
  • There is a heavy reliance on leaders to solve problems in the business
  • Confidence, self belief and empowerment is lacking in the organisation
  • Your managers are struggling to maximise the potential of their teams
  • A lack of trust exists between leaders and others in the workplace
  • Execution of the strategy is difficult to achieve
  • Momentum is required to reach the next milestone on your journey

Ownership is often regarded by leaders as one of the most important cultural goals to be achieved on the growth journey. Achieving it results in a high level of commitment, support and performance from everyone connected with the organisation.

The role of the leader

So what can you do to obtain commitment from others? There are several things you should always do as a leader

1. Involve your colleagues as much as possible from day one on the growth journey

2. Be honest about the challenges facing the organisation as well as the positive aspects of the journey

3. Invite your colleagues to ask lots of questions and more importantly listen carefully to the feedback received from others

4. Respect the fact that everyone in the organisation is entitled to have a view on the strategy and the journey experience

5. Do not pre-judge the mood of others or be judgemental regarding feedback received from others

6. Communicate clearly the support which will be issued to colleagues on the journey

7. Present visual interpretations of the landscape, the route map and the progress made on the journey

8. Do everything in your power as a leader to engender trust in the workplace

9. Hold regular forums or sessions to keep people in the picture

10. Focus on ‘creating something special’ – a workplace experience and an organisation that people feel proud to be associated with

Finally

Ownership is critical to achieving success on the growth journey and the development of a high performing, sustainable business.

Achieving it will mean everyone will fully understand the complexities of the growth journey, the challenges you are likely to face and more importantly, they will take responsibility for their personal performance. Individuals will instinctively know what to do when faced with any operational challenge or hurdle in the workplace.

Best wishes on your business growth journey, wherever it may take you.

John Stein – Founder of the winning (formula)®

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This entry was posted on Wednesday, April 10th, 2013 at 10:38 pm and is filed under Culture and Values, Leadership Development, the winning formula. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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