Stop Talking About Transformation
Talk doesn’t produce vitality, eventually it kills it.
Talk is important. But, the line between talk and rigor mortis is nearly invisible.
Death arrives when organizational transformation ends.
Vitality through trying new things:
Talk is hypocrisy – a leadership smoke screen – until someone takes the first step.
Behave your way, don’t talk your way, into organizational transformation.
Example:
How might you behave your way into becoming a talent development organization? Just start developing talent.
Identify one simple behavior and live it, measure it, and celebrate it.
People grow when they try new things.
10 steps to behaving your way into vitality:
- Define talent development. “Development is including new talent in the program, rather than the same people doing the same things,” for example.
- Accept that your definition of talent development is imperfect. Don’t wait for perfect solutions, there are none.
- Invite new people to execute small components of the program. Give them short-term assignments.
- Measure the number of new people you include.
- Create accountability by asking leaders how many new people they’re engaging in the program.
- Recognize leaders who engage new people.
- Honor people who take on new short-term assignments. If they fail, honor the trying.
- Talk publicly about the ways you’re engaging more people.
- Invite feedback on how to include new talent.
- Ask what’s next when it comes to developing talent. Mentoring might be a next step, for example.
Develop talent by engaging it.
#8:
Public talk is #8 on the list. Start by doing things that reflect who you want to become, not talking.
There’s too much public talk and too little execution in stagnant organizations.
Talk in private. Deliver in public.
Talking about what you plan to do is good. Talking about what you are doing is better.
Tip: Don’t commit to long-term agendas. Lack of agility prolongs failure.
How might organization take action more quickly?
This is also good advice for career progression, talk about what you are doing will engage people in yoru network and they will have you in mind when they need to deliver something similar. Conversely if you always talk about what you would like to do, people will be disinterested and think “are you trying to impress me/ what has that to do with me?/wow good luck” but not be engaged with it.
This is so true. I’m presently in a team with a leader who talks too much. He chokes himself with his talk. I’m waiting to be convinced he believes in what he says because he doesn’t live it. And he’s definitely killing our interest, motivation and morale.
Do Stuff!
So frustrating “let’s form a committee to look into… ”
No! Let’s do stuff and be agile (and not hierarchical) enough to adjust on real time…
Exactly!
Dan,
“Action speaks louder then words”, Organizations typically do “talk to much” , lots of “hot air” with no punch, they tend to be more reactive when pressed, expecting things to get done with no organization. (Not all Organizations). Taking action more quickly requires vision and fortitude to make the tough calls to keep the organization afloat!
Thanks Tim. Love the “hot air” reference.
I’ll add to your comment that taking many small steps is a great way to take action, rather than looking for giant leaps.
Yes Dan, the small steps can out weigh the giant leap
This post could not be more timely for me. My personal goal for this year is to engage more people in new initiatives and celebrate and/or recognize their success or their effort. I have absolutely made the mistake of relying on a small group of go-to people. As a leader, I know I need to get rid of that circle to develop people.
Needed a <3 button for this one. Great post Dan!
There are talkers and there are action takers. I’ve always been the latter, but I’ve known so many planners not only in my career but in my life. That’s a great idea, but why does it have to wait? They place up imaginary barriers and set arbitrary time limits of waiting, perhaps out of a lack of confidence and fear of failure. But I try to tell my managers a failure is only a failure if you failed to pursue it.
Superb and colorful graphics with this blog. Perfect match for your advice to stop talking and start doing. I started working on my first full-length novel, after some surprising news came along over a year ago. Novel one is making the rounds of agents. Novel two is well on its way. And, talking with bosses and managers is limited to what’s necessary to make things work right. For everyone concerned.
I have to agree with Sarah, this is very timely! Thank you!
Yes, doing new things which challenge us and create a little anxiety, actually develops new neural pathways in the brain. Deliberately doing so for 15 minutes each day, whether it is learning something new in your personal life (a subject, language, playing an instrument, etc.) or volunteering for projects outside your comfort zone at work, taking a class to expand your knowledge in your field, all contribute to development which doesn’t end when you’re in a different setting. “Start by doing things that reflect who you want to become, not talking.” Simple, but profound.
A lot of training I’ve had in leadership teaches you to “talk the talk.” And some people are just too easily impressed by buzzwords that they’re blind to what is actually complete inertia in the organization.