Results Matter

393 words•2 min read•Categories: Leadership Development•
Results Matter

If you know me, you know I look for results. I enjoy strategy, and the necessity to execute well, but what really interests me are results. Are they real? Are they sustainable? Do they get me where I want to go?

Employees want to know that their results matter.

A few years ago, I heard about a CEO who had coffee chats with randomly selected team members. This particular team was in technology, and they were excited to meet with the top leader of the organization. At the end of the chat, one person asked the CEO “what can we do to support the strategy of the company?” The CEO replied, “technology doesn’t have an impact on the strategy, there’s really nothing you can do so just keep doing what you are doing.” They were extremely deflated. He represented the highest level of the organization. The organization in which they chose to spend the majority of their waking hours, hours spent away from their family. The CEO didn’t recognize the importance of the teams’ results and did not tie them to the performance of the company.

In leadership, results matter for your team. Employees want to know that what they do matters. Helping them align their results to the strategy of the company is a great way of doing that. This is often where there is a gap.

Results matter for an organization.

Organizations are measured by the outcomes they produce, both internally and externally. I have listened to a lot of investor calls during my career, and I always find them interesting. When an organization performs well, it is often implied that the leader is the reason. When an organization doesn’t perform well, it is often implied that there are external causes outside the control of the leader. Great leaders accept the responsibility for their organizations performance and give credit where it is due.

Take a quick assessment

· How is your team’s results contributing to the overall company performance?

· What steps can you take to align your teams results to those of the company?

Next Steps

Thank you for taking time to read this article. If you received value from it, please share it with other leaders. You can get the latest articles by subscribing to my newsletter. Feel free to contact us at info@foreword.consulting.

Joy Hammons

Author • Executive Leadership Consultant

As a founding partner of Foreword Consulting, I recognize the value in disrupting the status quo to position people and organizations for growth and transition. I take a direct, results-driven approach to executive coaching, mentorship and leadership development and work with C-suite executives, senior managers, aspiring leaders and high potential employees who seek to enhance their performance.

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Results Matter

393 words•2 min read•Categories: Leadership Development•
Results Matter

If you know me, you know I look for results. I enjoy strategy, and the necessity to execute well, but what really interests me are results. Are they real? Are they sustainable? Do they get me where I want to go?

Employees want to know that their results matter.

A few years ago, I heard about a CEO who had coffee chats with randomly selected team members. This particular team was in technology, and they were excited to meet with the top leader of the organization. At the end of the chat, one person asked the CEO “what can we do to support the strategy of the company?” The CEO replied, “technology doesn’t have an impact on the strategy, there’s really nothing you can do so just keep doing what you are doing.” They were extremely deflated. He represented the highest level of the organization. The organization in which they chose to spend the majority of their waking hours, hours spent away from their family. The CEO didn’t recognize the importance of the teams’ results and did not tie them to the performance of the company.

In leadership, results matter for your team. Employees want to know that what they do matters. Helping them align their results to the strategy of the company is a great way of doing that. This is often where there is a gap.

Results matter for an organization.

Organizations are measured by the outcomes they produce, both internally and externally. I have listened to a lot of investor calls during my career, and I always find them interesting. When an organization performs well, it is often implied that the leader is the reason. When an organization doesn’t perform well, it is often implied that there are external causes outside the control of the leader. Great leaders accept the responsibility for their organizations performance and give credit where it is due.

Take a quick assessment

· How is your team’s results contributing to the overall company performance?

· What steps can you take to align your teams results to those of the company?

Next Steps

Thank you for taking time to read this article. If you received value from it, please share it with other leaders. You can get the latest articles by subscribing to my newsletter. Feel free to contact us at info@foreword.consulting.

Joy Hammons

Author • Executive Leadership Consultant

As a founding partner of Foreword Consulting, I recognize the value in disrupting the status quo to position people and organizations for growth and transition. I take a direct, results-driven approach to executive coaching, mentorship and leadership development and work with C-suite executives, senior managers, aspiring leaders and high potential employees who seek to enhance their performance.

Share This Article