The 4 Disciplines of Execution-Follow these disciplines to achieve goals

The 4 Disciplines of Execution talks about the teachings and lessons that CEOs of the organisation must adopt in order to help their employees work better. The four disciplines mentioned in the book will not only help the CEOs to help their employees but will also help in increasing the company’s profitability.

The authors Chris McChesney, Sean Covey and Jim Huling state the people need to take action and execute in order to run a successful people. You must have usually seen some people who say that adapting to a situation accelerates change. But that is the partial truth. If you don’t execute or put into action what you want to adapt, then what difference will it actually make? In order to achieve something, it is very crucial to take steps towards it.

The four disciplines listed below will help you intensify the execution thus helping you achieve all the objectives.

  • Prioritizing the objectives is of utmost importance 

Concentrating or focusing on the goals that matters the most is the real deal. Human mind is very complex and is always thinking about the next best thing to accomplish. But this energy spent on thinking about the next thing to achieve takes away the energy that should have been spent on the task in hand at that time. This mental activity diverts focus thus preventing us from achieving something great.

This is where WIGs or Wildly Important Goals come in handy. Being able to identify and work on the WIGs acts as a catalyst in boosting the performance of the team.

  • Focusing on the lag measures to achieve the desired results 

Focusing on lag metrics such as customer satisfaction and company’s profit margin is natural but honestly dwelling on these measures is of no use.  Just thinking about them will not enhance them. You have to work on improving them.

For that to happen a person needs to focus on his/her current behavior. It is more likely that you will achieve your objectives by monitoring the lead measures rather than dwelling on lag metrics.

If you want to learn more about the lag measures and lead measures, then you can read book summaries and audiobook summaries that are easily available on this topic. You can find them on various book summaries websites.

  • Helping the team pin down the objectives and then assisting them in fulfilling those objectives 

Keeping a score activates the spirit of competition. And a healthy competition between the employees is beneficial in keeping their minds active and also helps the company achieve its objectives. The authors bag this point with an example. They mention an example of a football or any other sports. Due to the presence of a scoreboard the spirit of competition and the zeal for winning remains intact. If there is no scoreboard, then no team will work super hard to win the match. Similarly, in order to achieve the company’s objectives, the employees must be pushed hard constantly.

This third discipline when combined with the first and second one reaps remarkable benefits. Jotting down the track of every employee’s WIG, lead and lag metrics is very crucial. Also mentioning where the team is expected to be and where it is in the present (Expectation VS Reality) is also a real eye opener.

  • Prepare the employees to commit to the long-term objectives 

Form a culture where employees wholeheartedly work on the long-term objectives of the company. This is only possible when each of them is answerable to the other team members or colleagues and not just the boss. Showing them that you as a boss is as involved in accomplishing the objectives will set the tone right.

You can motivate your employees to achieve these long-term objectives by hosting regular WIG meetings. These meetings must surely include these three points: Firstly, a quick overview of last week’s commitments. Secondly, a review of the scoreboard to pump up the competition between the employees and last but not the least, a strategy for the coming week.

These meetings will turn out to be super productive if the three points mentioned above are followed religiously. You can then ask the employees to choose their own long-term objectives as per their own convenience. The liberty or freedom to choose ensures that they are fully involved and serious about the objectives.

If you genuinely want to learn more about influencing the employees to achieve the long-term objectives, then you can read book summaries and audiobook summaries available on this topic. You can easily find them on various book summaries websites. Now it’s time to put these disciplines into execution. Start by collecting a lot of ideas that compliment your niche and then align them with the company’s WIGs.

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