Tracking the Status Quo in Your Organization
I remember as a leader being very frustrated that only about 30% of my staff were really engaged and did quality work. There was another 30% that were actively disengaged and seemed to just want a paycheck by doing the bare min to keep from getting fired. There was about 40% somewhere in the middle. It seemed I spent a lot of time with the bottom 30% having to deal with silly time-consuming issues. You may have experienced this too.
Last week I had the privilege of working with the Facilities Department at Clemson University. A day-and-a-half of continuing to set their team up for success and to win. The leadership are challenging their own departmental status quo that if left unchecked can breed mediocrity. Yes, they are challenging that lower 30% to engage, they are inspiring the top 30% to excel. They are implementing new ideas for fostering personal and professional growth that will allow people the opportunity to advance in the organization.
In the book the Leadership Challenge by Kouzes and Posner, research continues to show that leading leaders are willing to challenge their own processes and engage with how things are now. They want to see their team get wins, even if they are small. They want to see others succeed. They try new ideas, they give positive challenges that have deadlines, they help foster growth.
Clemson’s Facilities has developed an extensive program they are using to develop problem solvers across the organization. They are building professional tracks for staff to run on to improve themselves and the organization. They want to see their staff grow beyond their own limitations. They are putting “gasoline on the fire” of career progression, internal internships, apprenticeships, as well as leadership.
The leadership at Clemson’s Facilities are tracking their progress. They are creating positive solutions that allow their team to see and shape their own future within the organization. Frontline staff can see the steps they need to take to get to the next level, to get that raise and add more value to the organization.
It takes courageous leadership to challenge their own status quo. To think outside of day-to-day operations. Let me know what tracks you are building for your team to get to the next level.
Go, cultivate great leaders.