March is always a significant time for business professionals, because it indicates the end of quarter one and it’s a time when most of us welcome new goals to accomplish for the upcoming new quarter. It’s something about the month of March that ignites a flame of newfound motivation inside of us. We’re able to finish the quarter strong, with the execution of our goals we set for the new year with renewed passion, intensity and focus, which is why March is one of the best times to get serious about your goal execution strategy.
Most leaders have an innate bias for action, but some may find solace in hyper analyzing outcomes before acting on a task. Neither leadership styles are inferior to another however, one may result in not meeting deadlines. For that matter, it’s hard to de-bias their mindsets because we humans have stubborn minds, and any kind of training or strategizing must be accompanied by actual process change in order to produce results. Leaders who have set serious goals about integrating diversity efforts must go back to the fundamentals of clear communication. You must define the goal, establish the expectations of your execution strategy for all involved, clearly articulate the implementation action plans, set a deadline, then stick to it.
Uniting your entire team around your goals will be possible with the help of clearly stated and a universally understood set of core values or guiding principles that embody the brand’s character, personality and culture of the company. Clearly listing an expressive set of guiding principles will help leaders build a complete strategy that empowers their organization’s team members from the executives to the part-time staff and establish clarity that boost employee morale and production rates.
Implementing guiding principles to structure your goal execution strategy process will help companies provide their leadership the tools to find and retain candidates that will thrive in their organization’s unique cultural environment.
There’s no homogeneous guiding principles implementation template, because they should be unique to your respective company’s culture. There’s always going to be differences amongst organizations, but across the board, the leadership should feel empowered with the tools necessary to succeed.
Establishing guiding principles are the start and in the end, hiring based off your established guiding principles will enable any organization to build strong leaders who are empowered, while addressing their diversity efforts, creating a process that attracts the best talent simply by consciously making a choice to prioritize equitable, fair, and nondiscriminatory hiring practices. A study found here mentions 57 percent of people quit their jobs ‘specifically’ because of their managers. Leadership must understand that there’s a goal expectation for them to do everything in their power to reduce turnover and that can be done with the implementation of guiding principles. Guiding principles coupled with an inherent ability to understand that inclusion allows those who are underrepresented to feel heard, seen and understood is required as a leader at any organization. You can be the very person to ensure it’s evident at your own company. Ineffective leaders disempower their employees. The goal is to have your teams feel empowered, but first we must ensure the leadership is empowered.
About the Author
Ta’Shae Sterling is a visionary, diversity advocate, inclusion champion and marketing innovator who is passionate about community building through people centric hospitality guaranteed to create customer success and loyalty. Ta’Shae currently serves as the team lead guest engagement coordinator for the Atlanta Hawks. She has been featured in numerous publications such as Atlanta’s Best Self Magazine, Sheen Magazine, Bronze Magazine, CsuiteMusic.com, The Times and Democrats, VoyageATL and more.
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