Effective leadership is getting results in a way that inspire trust.

Results are the bottom line to building and sustaining trust. It is that bridge to credibility, sustained growth and profits which more than often can be very brutal.  There may be results delivered consistently over a period of time but one dip and it is almost as if the past never existed.

When considering results there are only two questions you need to answer:

One what results are we getting? The second how are we getting those results?

The barrier in most cases is giving 100% attention to the what and neglecting the how.

The answer however to most result gaps is in the how.

An example that gives complete light to this situation is that of a global leader in the telecommunication sector. This company had been on the top of their game for years.

Their strategy towards driving employee motivation to hit targets was to set one regions target against another. The highest region achiever saw magnified gains as compared to the rest.

Over a period of time it was getting to be noticed that the growth rate and profits had stagnated. The regional teams had been hitting their numbers and strategies were in place. The real block to growth was the nature of the result achieving that the culture created. It was a formula of a win-lose culture.

It had reached a point where if a region saw potential for another region they wouldn’t convey it just for the sheer goal of winning at the end. The competition internally was strong if not stronger than that of their external competitors. It formulated a regional winning culture but overall company’s loss through added expenditures and stagnated growth.

Now when the company wanted to undo the effect to get a united approach to revive the problem it was harder to get the teams to work together and support each other.

Had they encouraged the regions to hit their targets by supporting and collaborating with each other, then in their current situation it would have been easier to get the teams to work together. When the credit is shared so is the burden.  It is a cycle that makes everyone succeed without letting anyone burnout. With this attitude had the same problem come up the regions would have proactively come to support each other, delivered great results and reduced time and cost.

When you ask the question of how you are getting the results often than not your carving a path to get results 30% faster and easier. After the what results I’m getting moving to the how I am I getting those results, can grease your success path, not asking it will only create road blocks.

Effective leadership with regard to results requires giving as much importance to the how as to the what.

Learn to weave a trust inspired winning culture within your organization by enrolling for the Speed of Trust Workshop today.


Lavleen Raheja

Author: Lavleen Raheja

Lavleen Raheja is the Chairman and CEO of FranklinCovey India & South Asia since 2002. He is a Senior Business Leader with over 25 years of experience with premier organisations and a wide range of Leadership groups across diverse industries. He is currently heading the region’s largest performance improvement company helping organisations achieving results that require a change in human behaviour. He is the pioneering professional who set up Learning and Development as a business entity in India and South Asia. Over these 25 years, he has very successfully developed businesses and delivered highly effective consulting and training engagements at all levels in various organisations across industry segments.

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