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Management: why focus on results and how to achieve them?

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While there are certainly circumstances in which it is necessary to follow a specific set of processes to achieve the desired results, research indicates that knowledge-based fields depend greatly on the inherent talents of each employee. Therefore, leaders should focus on results, rather than prescribing processes.

For organizations that are reluctant to move to a results-based approach, the following reasons show how this approach can improve your business as a whole.

  1. More autonomy enhances accountability

One of the main benefits of focusing on results is that it gives your team real autonomy. As a manager, you should always provide a framework for what they’re doing – parameters, guidelines, goals, etc. But they are free to decide what they consider the best way to achieve these goals.

Despite its recent failures, Southwest Airlines has always been a good example of this kind of business independence. As Jennifer Robison described in an article for Gallup, “Southwest management believes that passengers should have a good time on a Southwest flight, which is why flight attendants are known for being fun. But management doesn’t provide a list of mandatory jokes and games—they allow employees to make The trips are fun any way they see fit.Pleasure is the desired outcome, but the process is up to each individual.

This increased autonomy also comes with a greater sense of responsibility. It is everyone’s responsibility to ensure that the process they have chosen achieves the desired goals. Responsibility cannot be transferred to another person.

  1. Get your team involved

So it is not surprising that with an increased sense of autonomy and responsibility, team members are naturally more involved in their work. In one study, 33% of professionals cited boredom and the need for new challenges as one of the main motivating factors for looking for a new job.

RBM can directly counter this phenomenon, as it gives employees more ownership of what they do. Employees are encouraged to use their strengths and talents. This can greatly increase job satisfaction, helping team members feel compelled to perform at their best and stay with your company for the long haul.

This became particularly evident during a recent conversation with Cole Gordon, founder of Closers.io. It is an explanation: “The principaux avantages of this concentrer on the results are that all your temps are dirigible and you are concerned about the agreement, because you need the police” to prepare for what he chose. Somehow. With this model, you focus more on helping each individual unlock their full potential, making them feel like a valued member of the team. When leaders adopt a directing role that adapts to each individual, the potential for full participation becomes greater.”

  1. Innovation increases through experimentation and iteration

The level of freedom provided by RBM naturally encourages experimentation and iteration. This can allow individual and group outcomes to improve significantly over time.

Organizations that adopt an iterative process can continually improve by learning through trial and error, collecting feedback, and evaluating results. All of this is reinforced under results-based management, whereby the overall culture encourages a focus on repetition in each person’s tasks.

Over time, employees are naturally able to learn what works best to achieve the desired results, which leads to increased productivity and profitability.

How can an effective results-based management system be created?

While results-based management can radically transform your team’s work, there’s no denying that changing direction can be difficult, especially if your organization has so far focused on performance management.

In another Gallup article, Jennifer Robson notes that successful results-focused managers must focus on the employee. They must recognize each employee’s abilities and strengths, while striving to find out what motivates them. This allows them to better match the right talent to the right job and then allow the employee to determine the best process.

This requires a high level of confidence in team members and their abilities. A leader who develops a high level of trust in his employees acts as a coach who provides direction when needed. Don’t dictate individual operations or micromanage. He remains firm and clear about expectations and standards, but is willing to step aside so employees can perform at their best.

The successful implementation of this style of leadership ultimately requires a reassessment of one’s mindset and approach to management. It is also necessary to hire the best talent, who can really be trusted to take on the responsibilities entrusted to them, in order to maintain this orientation in the long run.

Get better results

Depending on the needs of your team – or even individual employees – using a results-oriented management style can greatly improve your bottom line. Giving autonomy can lead to greater involvement that helps employees experiment and iterate to find the best possible solution. Over time, this can lead to truly amazing results.

While it takes a lot of work alone to transition to this kind of work culture, the long-term results can be really rewarding for you and your team—as well as the bottom line for your company.

Translated article from the American magazine Forbes – Author: Kate Vitasek

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