Within the 7 Question - 7 Promise Framework, the matter of employees embracing the ways in which they are measured is an important one. Yet, there are some interesting examples from outside the world of business that shine a spotlight on how success measurements can vary from organization to organization, and why it is essential for people to embrace the ways in which they are measured so that they don’t feel like the metrics being used to gauge their performances are unfair, or unwillingly imposed upon them.
Within the 7 Question - 7 Promise Framework, we’re big on accountability. We consider it to be not only reasonable but essential that every worker in an organization understands and embraces the ways in which they are accountable.
The Coronavirus pandemic is having a crippling effect on many business organizations throughout the world. Within the 7 Question - 7 Promise Framework, perhaps the area most likely to be compromised by the havoc caused by the spread of this virus and its stifling effect on commerce is the ability for your employees to maintain a “yes” answer to the 5th question “Do I feel heard?”
“The biggest leadership gift you can give right now is helping employees focus productively at work.”
In uncertain times we leaders have it tough because we are fighting a battle on two fronts. We are fighting our own internal battle and we are leading the battle being fought by our organization. Our employees are also fighting two battles, their personal battle and what they are supposed to be doing at work to be productive.
There is a scene from the film We Are Marshall that perfectly conveys the importance of verbal communication if you truly wish to be heard and understood and to have the full significance of your statements appreciated.
We all like to think that our companies are functioning at a high level, but are there hidden inefficiencies lurking within your organization? There is a simple way to get an accurate response to that question.
The org chart is outdated, not because it’s old, but because it was never particularly useful to begin with. The insistence that some businesses had in relying upon it was based on an assumption of its usefulness, but it was always a flawed tool.
As an essential component of the 7 Question - 7 Promise Framework that I put together to help business owners, I advise employers to ask their employees the essential question “Do I have balance?” and I considered it essential for business owners to attain and maintain a “Yes” answer from their employees on that question. When I pose this question of balance, it is generally thought of in two ways: Balance as a way to help people negotiate the demands of work and life, and also making sure that team members have the most productive days they are capable of.
Dear Clients and Friends,
I wish I were not writing this, I am cognizant of the situations and extremes I may be writing to and I pray for the best as soon as possible. We are in this together, and I want to take some time to share some guidance I have seen work in past recessions.
In the pages of The Patient Organization, I laid out the 7 Question-7 Promise Framework, which allows everyone within your company to align themselves with your mission by deciding if they can answer “yes” to questions of belonging, belief, accountability, measurement, communication, development and balance. The ultimate benefit of this process is the creation of the type of workplace environment that can power an Organizational Operating System (OOS).