There’s a good article in Workforce Management (you may have to register, but it’s free) detailing why having excellent strategic vision, confidence and communication skills can kill your ability to lead instead of guaranteeing it.

‘[If you want] employees to embrace and adopt a new strategy, those who take their vision, confidence and communication skills to an excess can actually erode the commitment of their people…

…securing employee commitment requires dividing leaders’ job of gaining commitment into two categories: issues of content and context…

There are two basic content issues for leaders: demonstrating to employees that the plan is valid…and communicating the plan in language and concepts they understand…

If employees don’t feel the plan is valid or don’t understand it…they will not commit themselves to implementing it…

The context issues are the perceptions of those who must implement the strategy…Four fundamental perceptions set the context: credibility and sincerity; …courage…competence…and their care and concern for those who will be affected by it.’

• Achieving buy-in means involving staff—the more the better.

• It’s about listening—not just talking.

• It’s about hearing—and being willing to change when appropriate.

Running a company in today’s corporate doesn’t lend itself to edicts and pronouncements—unless you enjoy the constant challenge of hiring.

How do you achieve buy-in?

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This entry was posted on Tuesday, February 19th, 2008 at 12:30 am and is filed under Business info, Culture, Leadership, Motivation, Retention. You can follow any responses to this entry through the RSS 2.0 feed.
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