RESULTS ORIENTED
WHY IT MATTERS
Nothing else a leader does matters if they can’t deliver results. The whole purpose of leadership is to help other people accomplish things they might not have been able to accomplish if left to their own devices. If results don’t happen, leadership isn’t happening. Leaders that are results oriented keep their ultimate focus, and the focus of those they lead, on accomplishing the goals and objectives that have been set. They do everything in their power to deliver results, and are willing to make personal sacrifices to achieve them if necessary. Leaders that are not results oriented, and who can’t get the job done, will ultimately be replaced by someone who can, even if they are a great leader in other ways.
WHAT IT LOOKS LIKE
Leaders that are results oriented know they have no other choice but to deliver expected results and value to their stakeholders. They know the results they have been asked to achieve and are single minded in their determination to achieve them. Instead of looking for why something can’t be done, they figure out how it can be done. They believe failure isn’t an option. They don’t get results just to please others, they also get results to satisfy their own need to achieve.
Leaders that are results oriented see through all that could be done and identify the critical work that has to be done. They distinguish between competing priorities. They guard against becoming distracted by lesser things. They know which work will impact the organization’s bottom line the greatest. They don’t allow what matters most to be consumed by what matters least. They believe their competitive edge is not in their ability to multi-task, but in their ability to see critical work through to the end.
Leaders that are results oriented feel a continued urgency about their work. They know time is their most precious resource. They push themselves and others to the max. They keep going when others slow down. They don’t see work as an eight-hour day. Work is whatever it takes to get the job done. They inspire others to go above and beyond what is expected. They aren’t content with just reaching goals. Their drive and focus is to surpass every goal they are given. They don’t want to be seen as good, they want to be seen as great.
Leaders that are results oriented motivate themselves with aggressive objectives and metrics. Instead of being afraid to be measured, they want to be measured. They want reliable ways to monitor and report their own performance. They look for ways to share their performance results with others and be held accountable for what they do.
Leaders that are results oriented don’t get overwhelmed with what is demanded of them. They don’t back down when things get tough. They don’t stop driving forward when the path gets rough. They don’t give up when things don’t go their way. They invest their energy in finding solutions instead of complaining. They don’t stop looking for answers. They are relentless, and trust they can do great things.
Leaders that are results oriented understand the balance between results and people. They want both, but don’t sacrifice one for the other. They have the ability to get results while building people.
BELIEFS
BEST PRACTICES
SELF-REFLECTION
WORDS OF CAUTION
Nothing else a leader does matters if they can’t deliver results. The whole purpose of leadership is to help other people accomplish things they might not have been able to accomplish if left to their own devices. If results don’t happen, leadership isn’t happening. Leaders that are results oriented keep their ultimate focus, and the focus of those they lead, on accomplishing the goals and objectives that have been set. They do everything in their power to deliver results, and are willing to make personal sacrifices to achieve them if necessary. Leaders that are not results oriented, and who can’t get the job done, will ultimately be replaced by someone who can, even if they are a great leader in other ways.
WHAT IT LOOKS LIKE
Leaders that are results oriented know they have no other choice but to deliver expected results and value to their stakeholders. They know the results they have been asked to achieve and are single minded in their determination to achieve them. Instead of looking for why something can’t be done, they figure out how it can be done. They believe failure isn’t an option. They don’t get results just to please others, they also get results to satisfy their own need to achieve.
Leaders that are results oriented see through all that could be done and identify the critical work that has to be done. They distinguish between competing priorities. They guard against becoming distracted by lesser things. They know which work will impact the organization’s bottom line the greatest. They don’t allow what matters most to be consumed by what matters least. They believe their competitive edge is not in their ability to multi-task, but in their ability to see critical work through to the end.
Leaders that are results oriented feel a continued urgency about their work. They know time is their most precious resource. They push themselves and others to the max. They keep going when others slow down. They don’t see work as an eight-hour day. Work is whatever it takes to get the job done. They inspire others to go above and beyond what is expected. They aren’t content with just reaching goals. Their drive and focus is to surpass every goal they are given. They don’t want to be seen as good, they want to be seen as great.
Leaders that are results oriented motivate themselves with aggressive objectives and metrics. Instead of being afraid to be measured, they want to be measured. They want reliable ways to monitor and report their own performance. They look for ways to share their performance results with others and be held accountable for what they do.
Leaders that are results oriented don’t get overwhelmed with what is demanded of them. They don’t back down when things get tough. They don’t stop driving forward when the path gets rough. They don’t give up when things don’t go their way. They invest their energy in finding solutions instead of complaining. They don’t stop looking for answers. They are relentless, and trust they can do great things.
Leaders that are results oriented understand the balance between results and people. They want both, but don’t sacrifice one for the other. They have the ability to get results while building people.
BELIEFS
- There are a lot of things a leader needs to do well, but none of them can compensate for failure to deliver results.
- Getting results is more than something you do. Getting results is about the type of person you are, and expect yourself to be.
- Results never give up on people. It is people that give up on achieving results.
- If you are going to achieve anything you have to be relentless in your efforts and never accept failure.
- Nothing great was ever accomplished by people who were content with meeting the status quo.
- The enemy of what is “best” will always be what is “good enough.” Never become content with “good enough.”
- Setting your target on being better than somebody else is good. But trying to be better than your best self is even better.
- The challenge of leadership isn’t getting great results yourself. The challenge of leadership is getting results through other people.
BEST PRACTICES
- Establish clear goals early in your work.
- Feel a constant urgency about your work.
- Don’t get discouraged in the face of defeat.
- Be persistent in your pursuit of results.
- Push the work through to the very end.
- Avoid becoming distracted.
- Find creative ways to overcome obstacles.
- Take extraordinary steps to reach your goals.
- Feel personal ownership for your work.
- Push workload possibilities to the max.
- Be driven to be the very best.
- Don’s fall short of giving all you have.
- Deliver above and beyond what is expected.
- Go the extra mile at every turn.
- Take action to get things done instead of waiting.
- Meet challenges and plow through them.
- Know your priorities and stay focused.
- Find a way to make good things happen.
- Set out to pass your goals, not meet them.
- Recover from setbacks quickly.
- Ensure the quality of all your work is top-notch.
- Eliminate the barriers that stand in your way.
SELF-REFLECTION
- Do I accept the responsibility I have to get results, or do I try to minimize or avoid that responsibility?
- Do I invest energy into finding ways to make good things happen, or do I make excuses for why goals can’t be reached?
- Do I feel an innate desire to prove to myself that I can be the very best, or do I feel motivated only to impress others?
- Do I stay focused on what truly matters, or do I allow myself to be distracted by lesser things?
- Do I feel a constant urgency and anxiousness to complete the work, or do I fall into periods of laziness, apathy, or indifference?
- Do I set lofty goals and measure my results, or do I push back against difficult goals and being measured?
- Do I respond to difficulties by redoubling my efforts, or do I back down when things get tough?
- Do I balance getting results with how I treat people, or do I let my need for results lead me to treat people poorly?
WORDS OF CAUTION
- Don’t put so much pressure on yourself and others to perform that the level of stress causes the quality of work to deteriorate.
- Don’t neglect people by focusing so much on the results aspect of your work that you don’t take care of the people aspect.
- Don’t bow down to the burden of getting results by doing, saying, or acting in ways that go against your personal values.
- Regardless of circumstance, people are responsible for results.
- Team failure is acceptable.
- I hate to lose, even more than I love to win.
- If I meet my goals, I consider it a failure.
- Waiting for consensus typically sacrifices the best result.
- This organization settles for nothing but the best.