Committed to Achieve?

When I initially meet with my coaching clients, we complete an initial assessment.  Part of the assessment helps begin to uncover core issues for our future work together.  New clients  usually take great care to explain who they are.  However, because we have not yet built the trust required in a coaching relationship, these new clients are careful not to disclose anything too revealing, or damaging.  

True to form, it’s almost as if they have a scripted message they never tire of delivering.  I’ve heard it so many times.  If its a family business, they talk of their Grandfathers dedication and vision to build this company passed on through the generations.  

If not a family business, their self assessment initially focuses on their targeted education from a respected University, their rise from an entry level job, and their baby boomer work ethic that took them to the top.  

Bill told me about his rise to the top, but became agitated when speaking to his reason for seeking my help.  “No one here shares my passion for our mission, goals, and objectives...I seem to be the only one with the drive, and commitment to make certain we’re successful”  

I always find it interesting the burden some executives feel that they are alone in their quest for success.  They feel like the 3 handicap golfer always dragging the 15 handicapper in the 2 golfer best-ball tourney.  Bill’s shoulders were tired.

I decided to ask Bill’s permission to speak with some of the employees to gain their honest perspective...(This was something he had never done).  Focusing on Bills assumed solo ride on the “commitment train”, I discovered some valuable perspectives.  Some substantiated comments were;

• “Yeah, Bill’s pretty crazy about his wanting to win.”
• “Bill constantly complains in leadership meetings about the Team not getting on board...Frankly, I’m not certain what that means.  Bill’s all over the place with his goal of the week.”
• “That’s pretty funny actually.  Like last week when he was all over us, driving us, really angry, telling us we must not care...and then he decided at the last minute yesterday to go on some golf trip today with his buddies, and canceled our Team meeting.  This commitment thing comes and goes with him.”
• “Committed to his vision?  Committed to his goals?  Oh, yes, that’s Bill all right.  But to be honest, I’m not certain what this vision is, and what specific goals he has set.  How  am I supposed to join him if I don’t know what he really wants?”

As Bill and I spent more time together, we found that trust which is required to build the foundation of our work.  Eventually a more complete disclosure of “what keeps Bill awake at night” came through.  Over time, Bill discovered solutions to some bigger internal issues, enabling him to find confidence with himself and his Team.  

Bill found he was able to work with his Team to collaboratively discover the Company vision, and set a course of accountable actions to reach goals towards success.  This goal clarity enabled Bill and his Team to see the vision and goals together as partners, and share in the strategies and tactics.  

The shared accountability between Bill and his Team, and between the Team Members gave a new level of commitment and persistence towards achieving goals.  This persistence was fueled by a functional trusting Team, with a leader sharing and encouraging his commitment to achievement.  

As you think of your own Achievement Drive, answer these questions;

1. Are you considered “crazy” or “passionate” about your achievement drive?
2. Are you “consistent” with your Goals, or “flexible” as needed?  
3. Are you “committed”, or merely “participating” with high energy?
4. Are you a high achiever at providing clarity with your Team?
5. Are you driven by “goal clarity”?

If you want to learn more about the Rare Leader™ in you, 

or if you are interested in retaining Steve as your Executive Coach, 

Contact Steve Riege via: twitter, or his website.