The first slide boldly asked, “Are you committed to our company?” This was one of the first questions I was asked during my onboarding in one of my first post-military jobs. I had just completed committing 25+ years of my life and my family’s life to the United States Air Force. We were no strangers to the dedication this lifestyle required to commit to the Airmen and their families. But, after retirement this question came to me and gave me pause as I considered my answer.
As I started to think about the question later that night, I began to wonder if I was committed or just complying with the company’s mission, vision, and values. Sometimes it is hard to see the nuance and the difference. Each of these actions of commitment or compliance requires a deeper look when you are joining a company, team, or organization.
Let us look at how compliance is defined. Merriam-Webster defines compliance as “conformity in fulfilling official requirements or the act of conforming.” Some interesting synonyms include docility and submissiveness. Granted, every organization needs to comply with applicable rules and specific industry, legal and safety regulations. However, if organizations are looking for members to go above and beyond and embody the organization’s mission, vision and values, compliance and docility will only move the team so far. Compliance can also be viewed as the “must do” or “needs to be done” in an organization, evoking little inspiration, passion, and motivation in others. Don’t get me wrong; regulatory, safety, and fiduciary compliance are important organizational attributes. However, I feel that today, more organizations and their leadership are looking for team members to commit to their mission, vision, and values. This commitment will help improve and move nearly any organization forward at a greater rate than competitors who simply seek compliance.
Commitment on the other hand, requires an individual to buy-in, seek, and take ownership and actively participate in the health and growth of the organization. Merriam-Webster defines commitment as “an agreement or pledge to do something in the future or obligated to do something.” Notable synonyms include devotion, loyalty, allegiance, or dedication. When you commit to an organzaiton or team, you do this because “you want to,” you feel valued, respected, and included on the team. Furthermore, you embrace and embody the stated mission, vision, and values. I spent the majority of my military career flying personnel recovery and combat search and rescue missions. The USAF required compliance on many items, but I found I became committed to the USAF and specifically this mission because of the shared vision and values of saving the lives of others. During tough nights flying these missions in Iraq or Afghanistan, our unit needed everyone to buy-in and be committed to this mission.
So how can you lead your team to stronger commitment? Below are a few tips and thoughts that I have found useful to help your team commit on a deeper level to your mission, vision, and values.
Communication – Clearly define, outwardly showcase and state the organization’s mission, vision and values. Explain where your team is going, why, and which part each person will specifically play in the organization’s success. Tell them often they are integral to the team’s success. Have regular mentoring sessions and realize as the leader it is OK to say, “I don’t know, but will get an answer for you.”
Recognition - Spend time listening to the team, their thoughts, ideas, and recommendations. Include them in the decision-making process. Praise them in public, create an awards program and reward them for saving money, making improvements, or gaining efficiencies. Create an environment that amplifies people’s strengths and helps them overcome their weaknesses.
Empowerment - Enable your team to make decisions where and when appropriate. Give them the space to fail (safely). Ensure they are trained and prepared for their tasks and leverage their strengths. Provide all team members the space and culture to innovate, accelerate ideas, and take charge.
Trust -Be honest with your team, honor your commitments to them, show them that you care about them and their success. Be vulnerable as the leader. Simply tell them you trust them and their decisions. Establish trust as the organization’s bedrock principle.
Organizational, team, and personal performance all improve when you as the leader inspire and instill commitment over compliance. This commitment to the team’s mission, vision and values takes time, however by applying those tips mentioned above, you will see growth and positive progression toward a vibrant and healthy organization. With a new year fully underway, how can you instill commitment in your team, organization, or people?
Authored By: Thomas Dorl, Managing Director
