Do your systems support the behaviors and actions you need to happen?
Systems help people, big and small
Back when I was a public school teacher, I saw a prominent trend.
I spent the first part of my career trying to get middle school students to read outside of class time. “Read pages 20-30 for homework and we’ll pick it up tomorrow,” I’d say.
Often, students didn’t read the assigned pages, and we’d waste a portion of the next class playing catchup.
It took me a long time to realize it wasn’t disengaged students, lack of motivation or competing priorities that were getting in the way of them completing the homework, it was the lack of a clear and consistent system to prompt and enable them to change their behavior.
Today, as I facilitate ADVISA leadership journeys, that trend is still alive.
I charge the leaders to “keep the binder open” in between sessions. In other words, I challenge them to apply their learnings from the session on the job.
I often hear a version of “I didn’t do my homework” at the beginning of sessions, but (like my former students) it’s not for lack of engagement or motivation or competing priorities.
When there’s no system in place, there’s typically no action.
For example, I often work with groups who are eager to incorporate a feedback framework with their direct reports.
When these leaders share challenges that stand in the way of bringing their newfound knowledge to life in their world, it always comes down to one thing: Systems (or, more specifically, a lack of systems).
We discuss the WHY and practice the HOW in session – why feedback is so important and how to effectively do so.
But often when they go back into their world and try to apply it, the WHEN, WHERE and TO WHOM are unclear .
Think of “systems” as an organized process + the right tools.
Let’s use the same example of providing feedback to illustrate the point.
In the case of identifying systems to support leaders in choosing to give clear and consistent feedback, the following systems can help make sure quality feedback happens:
- Onboarding: Establish a culture of consistent feedback from the start.
- 1-on-1s: Carve out dedicated space for leaders to give or ask for feedback.
- Software: Use a tool like the Predictive Index® to help leaders tailor feedback depending on the person.
Systems are one of the drivers of cultural competitive advantage.
Your work culture is exemplified in what most of your leaders do most of the time. And your organization’s systems help ensure that all its leaders consistently exemplify the right culture you need to succeed.
If we just consider the behaviors for leaders to opt into (e.g., give effective feedback), we’ll lose momentum quickly if we don’t have systems in place to prompt and empower the behaviors (e.g., give effective feedback during your monthly one-on-ones).
What systems do you use to help you drive culture in your organization?
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