To Follow it Up! means more than checking up on the progress of your employees. It means to inspect what you expect, yes, but so much more.
While many organizations perform poorly because of lack of follow-through, those that do better have leaders who go beyond holding their employees accountable to clearly defined expectations and tracking progress in regular reviews.
Of course, those steps cannot be forgotten. They get things done. But that’s just the beginning. Follow it Up! to drive for results and to leverage progress to build motivation.
In The Progress Principle, Teresa Amabile and Steven Kramer, share what they’ve learned after rigorous analysis of nearly 12,000 diary entries provided by 238 employees in seven companies—that how employees feel inside about the work they do, profoundly affects their performance.
The most powerful motivating factor, the team discovered, is seeing meaningful progress—results that make them satisfied and proud of the work they do. It should be clear what that means to you as a leader. Namely, that it’s your job to demonstrate convincingly the progress each of your employees is making, the importance and meaning of that progress, and the role their hard work plays in the success of the organization.
And finally—if you want to join the ranks of the most celebrated organizations in the world—to paint a picture of what your organization’s progress means to society, the world, and to history.
To practice how to Follow it Up! and all of the 4 Ups, I invite you to join other leaders in our next, open-enrollment CoachQuest Leader-as-Coach Workshop. In the meantime, feel free to discuss coaching conversations with me at firstname.lastname@example.org or 972-608-0400.
What about you and your organization? I’m conducting a survey to really get to the bottom of what why and how the 4 Ups! give so many organizations so much difficulty. Just two questions. Take a few seconds to help out. Naturally I will share the results. 4 Ups! Survey