Why Don’t They Get It!? Part 1

Leadership Coaching Notes January 2007

Why Don’t They Get It!? Part 2: Sustaining Commitment

This issue gives you three tools leaders use to build commitment and urgency. Part 1 shows you how to capture the attention of others. Next month, Part 2 will show you how to sustain focused attention and deliver the results you want.

Read on to discover which ideas can support your success and strengthen you as a coach of emerging leaders.

Leadership Challenges

• Wonder why your team doesn’t show the same urgency and drive you do?
• Are you frustrated when others don’t follow through as you expect?

Case in Point

Ann was a hard-driving leader who delivered outstanding work, but her people found her style abrupt and irritating. Ann’s family had sacrificed to move to the U.S. when she was a teenager. She had worked fulltime through graduate school to earn the opportunities she now had.
Ann couldn’t understand why the people she led didn’t show the same initiative and commitment she did. She tried to build their sense of responsibility and rigor, but they still didn’t “get it.” She asked for help.

What Worked

“It was a dark and stormy night” Like a good storyteller, Ann needed to capture her team’s attention, immediately and frequently. Ann forgot that they didn’t hear the same client concerns, share her insights on market trends or see the approaching train wreck. How could they share her urgency and concern without these?

Once Ann learned to set the stage by describing the compelling challenge they faced and could tackle together, team members literally sat up and took new interest.

What you can do: Set context that grabs others’ attention. Tell the story of the past, present, and the new changes that demand new action. Set a stage that rivets others’ interest by explaining the crisis, the risk, and the exciting new opportunity you can address together – before you propose changes.

Sell Don’t tell: When they were already overloaded, few welcomed Ann’s ideas for change. Ann learned to sell to her staff like she sold to clients. First, she learned what they really cared about and then she described how her ideas would personally help them achieve something they valued.

Ann judged her sales success by their reactions, not by how she thought they should react. It took practice, but Ann learned that until she could answer the old question, “What’s in it for me?” she wouldn’t win the commitment level she needed.

What you can do: Check how often you ask for a verbal agreement to deliver what you want. Stop assuming, guessing or hoping others “get it.” Ask in the form, “Will you deliver X by Y to Z standards?” Welcome alternatives others suggest and provide support they request from you. You will be amazed at the clarity, enthusiasm and improved follow through this one practice will create.

Coaching Impact

Over time, Michael’s new practices inspired his team. He found leading them less stressful and they found him more enjoyable, more trustworthy, and a leader they wanted to follow. During the year following his coaching program, Michael’s team earned a company award for their performance on a major client project.

Whats Next

If you or a leader you mentor struggle to generate the same drive and high commitment levels you feel, please share this e-zine and these ideas with them. Remember I offer a free consultation to explore how a coaching program might support success. I am never too busy for your referrals!

Watch for next month’s coaching on how leaders help others “Get It” in Part 2: Sustaining Performance that Delivers Results.

For skill building and practice with the mechanics of making speeches many find Toastmasters a great resource. For those who are too anxious to attend or want individual help to master public speaking, coaching can be invaluable.

I offer a free consultation to explore your goals and how a coaching program can help. I’ve worked with hundreds of leaders to improve their careers, lives, and legacies. I welcome your inquires and look forward to the opportunity to assist you.

All the best,

Meredith Kimbell
Executive Advisor,Strategy Consultant
Corporate Adventure

Leadership Coaching Notes uses real or composite client examples drawn from 25 years of coaching and consulting with leaders committed to solving their toughest personal, interpersonal and organizational issues.
Unless otherwise attributed, all material is copyrighted by Meredith Kimbell © 2011. All rights reserved. You may reprint any or all of this material if you include the following:
“Leadership Coaching Notes © 2011 Meredith Kimbell, Corporate Adventure, Reston, VA. Used with permission.”