Regardless, all too often we have too many things we need to get done. We spread our people and equipment too thin, and we get mediocre results. We fail to execute the most important issue right now at a high level. If everything is important, then nothing is. If we do not have a common goal, then “silos” develop (as described by Patrick Lencioni) and each person, team or department starts to work on their own thing instead of working together to achieve the organizational common goals. As leaders, we must break down silos by clearly communicating what matters and what is most important right now. Maybe what is most important right now is the reduction of untreated respiratory deads, or maybe it is achieving and then maintaining lower hospital populations. Whatever the objective is, define it and apply focus and attention to that objective.
QUESTION #6 WHO MUST DO WHAT? This is a question that I have not done well with as a Gen Xer. Gen Xers and Boomers just expect “what” to get done. We often have the approach of just working to get “it” done
and expect our people to do the same. But to do “what” and “it” well, we must have extreme clarity on who does “what”. Lack of clarity on who does what on your team or in your family operation leads to politics, infighting and gossip, which in turn destroys the team or operation from within. To answer question six, everyone must understand and execute their role. Initially, this clarity must come from the leadership team. As great teams further develop and grow in trust, we can empower them to answer this question with their own individual creativity and imagination to help the feedyard, crew or family operation get better and open up areas of opportunity that we as leaders may never identify. For these six questions, there are no right or wrong answers. Any answer is better than no answer. Do not allow your fear of answers from your team, crew or family to stop you from asking these six questions. Do not let your fear of failing the exercise stop you. Do not worry about the idea of perfection; just get them answered. Clarity for your team will not come through intelligence or perfection. If we can clearly answer these questions, we will achieve team clarity, earn buy-in and increase our chances of success!
