Defying the Laws of Physics

Eric Thorsen
May 10, 2024
2 min read

I was recently working with a client who had substantial monetary incentives for a team to hit their numbers….but…

The team was nowhere near hitting their goals and they were not bringing up any new ideas as to how to try some new things to change that.

The first step was to acknowledge that there are two separate problems here:

=> Why isn't the team hitting their numbers?

=> Why isn’t the team self driven towards coming up with ideas on how to improve the situation?

For item 1, a reasonable question might be:

Are you asking them to defy the laws of physics?

I’m being somewhat flippant here but the point is, asking a team to accomplish something that is so far out of reach will likely have the opposite effect of motivating them.

It will likely take the wind completely out of their sails, spur disillusionment and possibly detachment from the ultimate goals of the organization.

For the second item - why no self directed problem solving?

If they are being asked to do something that is totally out of reach and no one is saying anything, there is likely some trust that needs to be fostered between leadership and the team.

As a leader, it’s critical to ensure there are several components for teams to be highly effective:

Be transparent.

=> Tell them what is not working.

In this case, ask them what is blocking them from solving the problem and coming up with creative solutions?

=> Listen and Achkowledge

Assuming your hiring processes are sound, there is a reason these people are on that team. Listen, learn, acknowledge, ask questions, confirm what you are hearing, etc. You're in this together.

=> Ensure they know their purpose in the organization:

Are they connected to the critical role they play in the organization achieving its goals? Knowing the higher purpose can really help drive people in the work they do.

=> Ensure clarity around expectations:

This is not just about hitting numbers. It’s also about self directed problem solving. Make sure your teams understand what is expected of them.

=> Empower them to make decisions so they can affect change.

Having autonomy to solve problems can really accelerate getting to resolutions.

=> Provide support, training and tools to move the needle forward.

Make sure they have what they need.

=> Make sure there is trust that you are there to help them be successful.

Build and foster trust both between members of the team and with the leadership.