Commitment - walking the walk

“Encourage your people to be committed to a project rather than just be involved in it.” – Richard Pratt (1934 – 2009) – Australian businessman

I stumbled across this little gem of a quotation the other day and it jingled my bell.

Just as leaders in the commercial world are starting to wake up to the benefits to be gained from employee engagement, so many in the project management community might also want to consider the advantages associated with investing some time, energy and (probably) money in ensuring that those involved with projects are engaged and fully committed to the task in hand.

I doubt that I’m alone in observing that things tend to run more smoothly, more efficiently and more enjoyably when a group of well led and highly motivated people are fully committed to achieving an objective and working to make a shared vision become a reality. Problems become easier to resolve. In fact, many of the problems which crop up in dysfunctional environments rarely materialise in those situations where people communicate effectively, feel valued, are prepared to take responsibility and share a common sense of purpose.

“So what?”

Well, funny you should ask that because lately I’ve been involving myself in a piece of work which has brought me back into contact with an old and much valued friend … namely, ‘The Service Profit Chain’.

Heard of it? I’m sure you have. If you’ve not heard of it, without doubt you will have experienced it. Wittingly, or unwittingly you’ve probably even been responsible for delivering it at some point in your professional life.

“Heavens”, I hear you cry, “Not another conceptual model to bemuse and befuddle”. Fear not. The beauty of the Service Profit Chain is its very simplicity. Inevitably, some ‘strokey-beard’ types will have you believe that there’s more to it than meets the eye … but, don’t be duped.

Basically, the Service Profit Chain works like this:

Engaged and motivated employees = satisfied and loyal customers = increased growth and profit = enhanced benefits for and investment in employees = engaged and motivated employees … etc. etc. Hopefully you get the point.

How engaged and motivated a workforce feels depends largely on how well it is led and managed, alongside the prevailing culture in which it has to operate. Employees who feel trusted and empowered, who are encouraged to be accountable and who work in a climate of collaboration, where open communication and positive challenge are welcomed are the ones who will make things happen and go the extra mile to achieving the objectives they are set.

And when I say “employees” this does not imply a ‘them and us’ situation, because the tone and expectations driving the culture must cascade from the very top, be that in the context of an organisation, or a project team.

Leaders in whatever situation have to be seen to be ‘walking the walk’, not just ‘talking the talk’. So if you’re starting to think about resolutions to commit to in the new year and my burbling has struck a chord, perhaps this is one that you may wish to consider making.

The ones to benefit from this will be your people, your stakeholders, your clients and you! Isn’t that enough? And remember …

Commitment comes from engagement. Engagement comes from commitment.

Merry Christmas and a very Happy New Year!

Tweet