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Step 6 in “The 6 Steps to Becoming the LEADER of a Champion Organization:” R=Reinforce Your Championship Culture

As we come to the end of this series its time to share what may be the most important step in the entire process.

The first five steps were about creating the Championship Culture, and this step is vital to ensuring its sustainability.

A recent prospective client I spoke with became very excited about having me work with their company to help them develop their Championship Culture. And, then just before we parted company for me to craft a proposal outlining our scope of work she said to me,

“You know my only fear in all this is that everyone will play along while you are working with us holding us accountable to it, but as soon as you leave everyone will revert back to their old attitudes and behaviors.”

I said, “that is a very real concern and I don’t want to see you waste the time, energy and financial resources either. That’s why we will work together to make sure the people here at the end of this initiative are the ones who want to be here to carry the culture forward.”

That’s why this final step is key. It is the final piece to the puzzle. It is the one recipe ingredient that must be added after the cake comes out of the oven. Hmm, I guess we can say its the icing on the cake, so to speak.

Although it is the final “step” in the Champion LEADER model, it really is integrated early in the process. The power of this step is that it allows for flexibility and refinement on an on-going basis because it really is about constantly being open to feedback and making appropriate adjustments to maintain the culture that has been created.

There are 3 key components of this step:

  • Creating a “Team Agreement” – A “Team Agreement” is a simple document that lists no more than 6-8 commitments as to what team members promise to each other as to how they will work together so they can be most effective.
  • Implementing “The Performance Log” – This is a way for managers and their direct reports to simply and consistently document successes, challenges, areas for improvement and requests for help. In the best organizations this simple process is done monthly between the manager and the direct report and takes no more than 5-minutes to complete the form, and a 15-minute discussion for review.
  • “Clear the Swamp” Regularly – This is an activity that allows for identifying obstacles to improved performance. It allows individuals and teams to feel heard. It also gives the organization/team leaders an opportunity to receive feedback as to the team (or an individual) roadblocks getting in the way of better results. This can be done in a group setting if there is high-trust between team members with a leader leading with humility or 1:1. For an organization to create a Championship Culture and to be healthy long-term, this must be part of the process.

If you’d like to learn more about “The 6 Steps to Becoming a the LEADER of a Champion Organization” and how you can apply them directly into your organization to improve its personnel and profits in 2011, download the complimentary Teleseminar here.

’til next time, make it a great week!
skip weisman, helping leaders motivate employees to improve organizational performance

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