 "It is common sense to take a method and try it; if it fails, admit it frankly, and try another. But above all, try something." Franklin D. Roosevelt spoke these words of wisdom. Too often in our business managers are unsure of what way is best for them to inspire their team to the next level of performance. Rather than doing nothing, or worse, getting upset at people for producing less than ideal results in an under-structured environment, consider trying to affect change through goal setting. A major distinction in leadership vs. managing is:
- Setting a goal
- Measuring against the goal
- Coaching to that desired level.
Even if the goals aren’t earth shatteringly aggressive, they are important to the overall team environment. To simply say “CSI (or some other such measured item) must improve, or else” isn’t very motivating, yet it’s what a lot of managers do. The removal of any of the three key steps above will almost certainly guarantee failure in achieving the desired results.
While it is important to let your people know what is expected, you must also measure their performance against the standard. Clearly, without measurement, you and your employees won't know whether they are progressing or stalling out. Lastly, once an area of deficiency is noted, it is up to you, as a leader, to train the individual to the next level. Truly interested leaders though, won’t lead from their desk chair. While it is critically important to run, view, and understand reports to measure performance, the real impact will come from personal involvement in the daily processes.
You must become involved in the process, witness the challenges of the environment, and become an advocate of change within your department. This very simple step should be applied to every employee in your fixed operation team. Techs, counter people in parts, advisors, cashiers, even detailers should be part of this process. Sign up for more information on how to create a real impact on your business today. |
