Our previous few posts have focused on “The 4 Disciplines of Execution,” a book by Sean Covey, Chris McChesney, and Jim Huling, and how the disciplines impact achieving goals as well as employee engagement.
These previous posts have shared perspectives on disciplines one, two and three. However, the fourth discipline ― accountability ― is the discipline that enables you to win.
Without a cadence of accountability, teams will have a much more difficult time and will tend to become less engaged. The threat, of course, is that the whirlwind of running the day-to-day business that will consume all the available time.
By ‘cadence’ the authors mean an inviolable regular schedule, commitments, and expectations. Teams should meet every week, and it’s best to schedule the meetings at the same day and time each and every week. These meetings should never canceled ― they must be viewed as important and productive, thus promoting strong feelings of belonging, commitment, productivity, and accomplishment, which are all drivers of engagement.
At the end it is all about employee engagement; working on the right things in the right way and in a way that involves understanding and applying some paradoxical insights:
- The fewer the goals, the more you get done.
- Clarity of goals increases engagement, even when a vague goal seems safer.
- Know your LAG measure, but find and act on LEAD measures to get the results you want.
- People play differently when they are keeping score and they know if they are winning or losing; the commitment, consistency of focus, and the resulting sense of productivity are all key drivers of engagement.
- Without a rhythm of accountability, the whirlwind will win.