Getting to Yes: Simple Leadership

Picture of Fran S.

Fran S.

Post URL copied to clipboard!

 

It is sometimes the simplest ideas that bring about real culture change in organizations.

Three simple questions. Three simple answers. The result is a harbinger of everything important to employers. It’s very simple to create a respectful workplace if you boil it down to this: if you can get one hundred percent of your employees to answer three questions with “yes” every single day, you will have a workplace where employees are engaged, they are productive, they are self-correcting (because they are giving and getting honest feedback) and they are showing up and staying with your organization. What are these magical questions?

Of course, the converse is true. If only some of your employees say “yes,” the rest are saying “no.” Negative answers to these questions bring about behavior, attitudes and performance issues that take time, energy and emotional investment away from the organization’s mission.

  • Does my employer value me?

  • Do the people I work with and work for treat me fairly and humanely?

  • Does my work matter?

If it’s that easy, why is it so hard to find employees who love what they do? Because we focus on too many metrics, we make organizations unnecessarily complicated, and we don’t measure leaders on the happiness and engagement of their employees. If, instead of complex performance matrices or numerical fictions, we simply told leaders that they would be evaluated, rewarded and compensated on how many “yesses” they got to these three questions, how would they be spending their time?

Teaching, coaching, praising, guiding, communicating and collaborating. Try it. Put these questions on your wall and every day ask yourself, “How can I get my people to yes?” Challenge other leaders to do the same. If the experience of one of my clients is indicative, your people will notice the difference immediately. In three months of “getting to yes,” theft was reduced, productivity improved, conflict was handled at a lower level, attendance improved and injuries were reduced. Supervisors began to post their ideas for getting their employees to “yes.” No complicated training, no lectures. Three simple questions, one big payoff.

 

Fran S.

Related Posts

It is sometimes the simplest ideas that bring about real culture change in organizations.

It’s been some time since I’ve posted. It has been a busy year of travel, speaking, fact-finding and immense professional growth. Last week, I

I’ve run into some situations lately that compel me to write about some basics of workplace investigation.  Yes, I tend to wander into

It’s gifting season. When I talk to groups about trying to effectively prevent and address unwelcome behavior at work, I talk a lot

In 1998, 1999, and 2000 I went to the NFL Camps of the Baltimore Ravens and the Minnesota Vikings, and I talked about

Of all the work I do, some of the most maddening and satisfying involves coaching High-Level Professionals (HLP’s) — usually physicians, attorneys, CPA’s

More About Our Services

Do you want to know more about what we offer, check out our service offerings to get a full understanding.