Workplace Transition 2319 is about Able, Ready, and Willing - and a performance dilemma Executive managers-leaders face when working with the Executive group (team) and managers-leaders.
Setting the Scene ...
It is Monday morning and you have returned from a three-day course on ‘Leading Executive Teams for High Performance’.
During the course the workshop educator mentioned a simple model that you took to heart. You felt it would help you support the Executive group members you lead and manage.
You are reviewing your notes ...
That model asks:
Are your Executive group (team?) members able, ready, and willing to engage in their work to benefit themselves personally and those they serve?
The visual that accompanies the question has
‘able’ along the ‘x’ axis,
‘ready’ along the ‘y’ axis, and
‘willing’ along the ‘z’ axis forming a cube.
For each word there are two components labelled
able and not able,
ready and not ready, and
willing and not willing.
You remember the presenter emphasized how important those terms are in co-creating the well-living workplace:
- Able refers to the skills people possess i.e., what are they capable of doing?
- Ready refers to the knowledge people possess i.e., what are they capable of knowing?
- Willing refers to the attitude people possess i.e., what are they capable of being?
Continuing, you see where you highlighted this point:
‘All three need to be in place for people to contribute their best for the organization. Without clarity about what skills, knowledge and attitude are requested to complete the work each day, it is difficult for people to contribute their best."
Scanning further, you review the various able, ready, and willing scenarios that can arise within the workplace:
1) Not Able, Ready, and Willing means skill training is needed.
2) Able, Not Ready, and Willing means knowledge development is needed.
3) Able, Ready, and Not Willing means a performance issue is apparent. The person has not personally enrolled in her/his work. What is needed is a performance improvement intervention that inspires the person’s internal motivators.
4) Not Able, Not Ready, and Not Willing means no matter how much skill training and knowledge development is provided; it is unlikely that the person will be a significant contributor. With this combination, it is likely you will need to let this person go from the workplace to become a contributor somewhere else. How this ‘letting go’ is completed reflects the integrity of the organization and the exit process.
5) Not Able, Not Ready, and Willing means skill training and knowledge development is needed.
6) Able, Ready and Willing to make it happen - and yet, people are holding back from making it so. That means, there is a management/leadership issue. For this scenario, are you able, ready, and willing to manage/lead?
Now as you sit back in your chair, you reflect on your workplace. Examples abound.
Collecting your thoughts you recognize the task seems daunting. However, you know in your heart that to do nothing would be unwise for you and those with whom you are co-creating the well-living workplace.
Before moving onto the morning meeting with the Executive group you ask yourself:
How able, ready, and willing am I to make a significant contribution?
Review the able, ready, and willing scenarios.
Which one calls you to investigate more? Then do so ...
Suggest you search the terms and concepts in our Blog:
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In association with Workplace Transition this article complements actions to create the well-living workplace ...
Download the book: Creating the Well-Living Workplace for free. Click the image to the right -->
The book contains 139 insights - action_outcome statements at the organization level.
And if you want to go further faster, purchase the Well-Living Workplace online course.
Click here to learn more ...
Here are two eBooks - cost affordable - with 30 suggested action_outcomes per book - to move you forward together - in their words, on your terms
In Closing Workplace Transition 2319 ...
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