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SkipWeisman_facilitating the IDEAL Work Environment System with a Small Business Client

Creating “Your IDEAL Small Business Work Environment – Step 4

Step 4 in Your I.D.E.A.L. Work Environment System is the “A.”

(If you’d like to read the original article with the complete overview of the concept of Your I.D.E.A.L. Work Environment, go here to read the article titled, “Does the IDEAL Small Business Work Environment Exist?)

Once the new standards and expectations for attitudes, behaviors & performance are in place from Step 3, it is time Apply the Clean Slate Strategy.

The Clean Slate Strategy is transformative for your work environment.

It must be done right and at the right time, which includes:

  • Only after the first three steps in the I.D.E.A.L. Work Environment System have been completed and implemented;
  • The business owner and other key leaders decide to let go of any past performance, attitudes and transgressions that have negatively impacted the work environment and business results;
  • The business owner is committed to consistently following through on accountability to the new performance standards and accountability systems defined in Step 3.

The power of the Clean Slate Strategy is that it gives everyone in the environment a fresh start.

There are three caveats that must be addressed when applying this strategy:

  • Everyone must agree to let go of all past transgressions with everyone else.
  • Everyone must also agree to offer “benefit of the doubt” since “no one is perfect” and everyone is working on creating new habits, so some slippage to old behavior should be expected and leniency provided, so long as,
  • Everyone agrees to prompt, direct, and respectful feedback when their behavior slips and violates the new work environment standards commitment.

Here’s the perfect way to start the Application of the Clean Slate Strategy:

  1. Have a private conversation with each individual on your team, asking them two questions:
    • Would you like to have a fresh start working here, and by that I mean if you could have me/your boss, etc. forget all of your past performance and behavior issues that we may have discussed at any time previously, and be given a “clean slate” on which to create a new work history? If they say, “yes” (and I have yet to find anyone that has said, “no”), ask,
      • Can you give me an idea of what you will do differently? How would you change your behaviors, attitudes and job performance in a way that would be “even better” than you’ve done to this point in your employment with us?
  2. Give them a few days or a week to answer Question #2 in as much detail as they can, Then, schedule a follow up conversation to discuss. In this conversation connect their answers to the new behavior and performance standards identified in Step 3, and create a Performance Results Scorecard jointly with this team member.
  3. After all team members have gone through this process bring everyone together to discuss as a group these items:
    1. What those individual private conversations were like,
    2. What they learned and took away from the conversations, and
    3. What commitment they’d like to make to each other moving forward, including giving everyone a “Clean Slate” starting at the end of the session (include in the conversation the 3 caveats that must be part of the agreement to move forward).

That’s it!

What do you think?

This process is weaved into the Small Business Championship Game Plan System. To learn more about it go here: www.YourChampionshipCompany.com/SmallBusiness/

In a few days, look for the final Step 5, the “L,” on the way to creating your I.D.E.A.L. Work Environment.

If you’d like to have the playbook on creating Your I.D.E.A.L. Work Environment you can request the free report titled, Your I.D.E.A.L. Work Environment Manifesto at www.IdealWorkEnvironment.com

Be sure to leave a comment below with the characteristics you’d like to see in your “ideal work environment.”

’til next time, Communicate with Power,

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