How many of you feel disgruntled, dissatisfied or burnt-out in your job? How many of you felt in that way any moment in the past?
I did, I committed so many errors I could hardly tell…
- Trying to prove (myself or others) I can solve too many tasks and handle too many and too high expectancies
- Not asking for help (at the right time)
- Not prioritising
- Not taking into account there are people more skilled than me
- Poor communication
- Bad decisions
- Too many bad decisions… 🙂
If we measure the number of hours worked in a year, here in Spain, against the productivity levels, there is something wrong. Something is not going well.
We can complaint about multiple macroeconomic factors to explain that situation, like:
- Temporary jobs
- High turnover rate
- Lack of internationalization of our companies
- More importations than exportations
- Lack of international fundraising
- And so on…
It’s difficult for me, for us, normal people, to change that macroeconomic figures and trends.
A lot of people, including myself, fight against that situation until extenuation. How? And those are my errors from the past… Too high expectations, not prioritising, poor communicaton, bad decisions, sense of being in a tunnel without a light at the end…
We are all human-beings, we are not perfect! Sometimes we pursue some kind of perfection, but it’s a chimera, so I now pursue results above perfection (and results depend on people). And that is the point of my speech – Being results-driven.
There are several methodologies and philosophies regarding results-driven or results oriented (for both organizations and people, managers and blue-collar workers). To name a few: ROWE (Results Only Work Environment), HPT (Human Performance Technology), RBM (Results-Based Management), LFA (Logical Framework Approach).
But let me focus on the most relevant aspects. I need to say that these are my personal insights and I’m sharing with you now, but I don’t try to convince you. It’s only for the purpose of sharing insights.
What is it?
Results-driven is a philosophy, a way of doing things, a state of mind. The focus is set on the goal, the purpose and the results, from the very beginning and for everyone.
How is it done? I will explain my way…
- Set the goal, the purpose , the outputs and the supporting activities. Your vision and the team’s vision in a participatory planning.
- Expose them in a clear way to everyone who is going to be involved. Ask everybody for their engagement. This one is critical: you need intrinsic motivation (yet existing or developed). I don’t feel motivated for doing things I dislike, but I can find it exciting if I could learn or experience something new or challenging, or if it serves to a higher aim.
- Visualize them. Write them. Have them by hand, you need to have them present all the time (stick them on your desk or window).
- Repeat and recall them until everyone have them implanted on their minds. Ask your team to visualize the results as well (this is a technique of Neuro Linguistic Programming). Communicate all the time.
- Allow cooperation (partnerships) in order to get them accomplished. Disallow (bad) competition, only allow (good) competition if it is for the best. Diversity and combined effort could be game-changer.
- Ask for results, don’t ask for hours worked or flatter attitudes (apple-polishers).
- Evaluate the (more lasting in the long-term) results and the ethics, the aggregated value of them, and reward the most successful and balanced methods regarding risk-benefit relationship.
In order to create the conditions, the environment and context in which a big leap is possible. Allow to be creative and develop different strategies in order to get the results. No one is neither the best strategy nor the best tactic formerly, but the results will tell which one was the best performed.
Now I will show you a tool named logframe, widely used by donors and NGOs, but in any other cases too. It will be a vehicle to set and communicate: goal, purpose, outputs and activities.
Think about what you want and you’ll find a thousand ways to achieve that goal.
But if you don’t know what you want or what is expected, or if you feel demotivated, you’ll find a thousand ways to do whatever else.
Think big, think smart, be results-driven. Ask your partners to be results-driven. Ask your company to be results-driven. Seek for a goal and a clear purpose for your teams and for yourself and go ahead all together in that direction… Otherwise, work for hours, be a mean hours-driven. It’s up to you. What do you prefer?
Here you’ll download the presentation in PDF:
Here the video link:
If any doubts or comments, please feel free to contact me.