Alicia McKay
Have you ever heard of Not My Job (NMJ) syndrome? There are some particularly hilarious examples on the internet. I like this one:
This is an extreme example of what can happen when people are focused on the details of a specific task rather than connected to a bigger purpose or outcome. As far as the research goes, that's what people look for in their work – a sense of meaning and connection to purpose. That means knowing why we're doing something and how we're contributing to the overall goal. This means that strategy is everyone's job.
Strategy is everyone's job.
It's a bit like a rowing crew. Building momentum and getting results is challenging if everyone isn't rowing in the same direction. it'sYour teams know this too – 70% of workers surveyed in a 2016 BetterWorks-sponsored HBR report believed that a lack of alignment prevented them from fulfilling organizational objectives.
“People at work are thirsting for context, yearning to know that what they do contributes to a larger whole.” – Daniel H. Pink, Drive: The Surprising Truth About What Motivates Us
Strategy shouldn’t be a pretty abstract document that sits on a wall, bookshelf, or table. Setting and communicating a big-picture direction is a senior responsibility, but making strategy meaningful and delivering on change is all about everyday decisions and actions.
Progress toward a meaningful goal is the number one motivator for employees. People want to know how to prioritize, how their work makes a difference to the big picture, and that they will be recognized in ways that reflect that. Making progress toward big-picture goals is satisfying – it enhances culture, boosts retention and underpins organizational performance.
Quick tips on how to make strategy everyone’s job:
- TELL – Use consistent, shared language to clarify priorities and expectations. Repeat it over and over again. Make strategy visible.
- ASK – Connect with good questions - what changes will be needed in your team to make this real? What will people need from you and each other to support change?
- SUPPORT – Remove friction and walk the talk! Celebrate short-term wins and reward alignment with strategy – instead of short-term, conflicting KPIs.