Set them up for success

Are you setting your goals up for success or failure? Are you investing resources and talents or holding off? If you expect people to be successful you better set them up for success. In my view there are a few simple tools you need for this to happen. The first is trust and it is the most important, it creates the culture. Second is making sure you have the resources. Set clear expectations of what you want, and what success looks like.

Do you trust that people will do what you want them to? More importantly do you trust that even though they will make mistakes along the way, they will still get the solution? Trust is a huge factor in success, if people do not feel they are trusted, they will not give their all, they will not speak their mind and they will not fully get behind the plan. As they should be, they will be looking out for themselves. If you want success, make sure you trust not only that it can happen but more importantly the people you are with can make it happen.

You cannot make a fire without at least some materials, depending on how resourceful you are, you may be able to get by with less, but the fact remains you need something. If you want a roaring fire you better have enough wood to do so. This goes right with making sure we are successful, make sure you have the resources available for success to occur.

If you want success make sure you know what it looks like, if we don’t know what it looks like, how will we know when we get there. If your favorite excuse is “I do not have time to explain what I want”, then stop complaining you never get it. If you are not going to take enough responsibility to explain what you want, do not get upset when you do not get it.

Not taking the time to explain, does more than just create confusion among the people you work with. It creates a culture that is not filled with trust, questions linger of why, not everyone is on the same page, why the whole story was not laid out and what is going to happen if I do this. Second, if you constantly find yourself having to deal with “fixing others mistakes” and are not sure if you gave a clear explanation, chances are you are a contributing factor. This means instead of taking 10 minutes to explain it, you spend 30 minutes fixing it. The cut runs deeper still, the person you asked to help you now feels, like they let you down and the trust is broken down, even just a bit.

If you want success, you need to make sure you are ready for it. Create a culture where trust is relevant and real. Let people make mistakes and know they will get it right, everyone does. Have the materials that you need to build the fire for success. Finally make sure you are taking the time to explain what success will look like.