Don’t be lazy and demand compliance. Put in the effort now to inspire the commitment.
The leaders who have to work the hardest are the leaders who demand compliance. It is ironic, because when a leader consistently demands compliance, it is often the easiest thing to do in the short run. The leader may be relying on the authority granted by a promotion or a rank on their collar. The leader mistakenly believes that giving orders is efficient. But, that is rarely the case.
During my military and corporate careers I saw the people who demanded compliance working longer hours and being more dissatisfied with the results. For the last 10 plus years, I’ve seen the same dynamic in banks, telecommunications companies, fire departments and law enforcement agencies.
Compliance is a short term leadership tactic. Yes, when quick action is needed, demanding and expecting compliance is efficient. But, while short term tactical efficiency works today, it is a lousy long term leadership strategy. In fact, it is a lazy leadership strategy.
“Just do what I tell you.”
“It’s all in the policy manual.”
“I don’t have time for your questions.”
“I was doing this before you were in diapers.”
“Stay in your lane.”
These comments are made by lazy leaders. They may get compliance in the moment, but they will never get commitment. There is a huge difference between a compliant group and a committed team. The compliant group does things because they have to, and they usually only do the minimum. The committed team does things because they want to, and they usually go above and beyond.
The leader of a compliant group gives orders and tells people what to do. Their communication is short and efficient, in the moment. They tell people “what to do” and “how to do it”. If the leader sees a problem they solve it. If people are unsure of what to do next, they wait to be told what to do by the leader.
The leader may feel like they are integral to the success of the team. But in the long run, that leader spends more time monitoring progress, demanding interim reports, and complaining when things are not done to their expectations.
The leader of a committed team provides goals and then empowers people to accomplish the goals. They take time to train the skills to do the work and then let the people do it. They put in more time upfront explaining the “why” and less time on the back end telling people “what” to do. They inspire people and then trust them to do their best work. The people in turn, find problems and solve them. They come to work knowing they are trusted, and they are committed to doing good work.
In the long run, the leader’s job gets easier and easier, because people who solve their own problems learn faster and adapt on their own. With each successive project the team becomes more efficient and the output gets better. At the same time, the leader is less and less important to the project’s success.
Compliance may be less work upfront. But the leader dooms themselves to a life of micromanaging and a group of employees who only do things when they have to, at the minimum standards, when they are told to do it.
Commitment may be more work upfront. But the leader builds a team that doesn’t need monitoring because they are doing what they want to do, above expectations, and doing it without being told what to do.
Which is a smarter way to lead? Which is an easier way to lead?
Leaders - Don’t be lazy and demand compliance. Put in the effort now to inspire the commitment that will make your job easier in the future and allow your people to flourish.
Questions:
● Which would you rather lead? A compliant group or a committed team?
● How can you inspire commitment?
Here is a quick assessment that will take you 5 minutes to figure it out. Nobody will ever see your results but you.
Warning: If you are not going to be honest with yourself this is a worthless assessment.
To take the assessment use the QR code above or go to www.MYCHARACTERTEST.com
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