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Pillars of Commitment

Pillars of Commitment

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$6.50

Quick Overview

This model indicates four aspects that should be detailed to ensure people’s commitment: Clear goals, Influence on events, Commitment to skills and Recognition and appreciation.


Related Models: Drama TriangleTypology of CommunicationPrinciples of Effective LeadershipTeam BuildingPillars of CommitmentTypology of Knowledge WorkersCoachingHerzberg FactorsCoaching ArtsFace-to-Face CommunicationTrust EquationFormula of Trust


 



$6.50

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Details

Pillars of Commitment

 

Background

We are not familiar with the background of this model.

Related Models: Drama TriangleTypology of CommunicationPrinciples of Effective LeadershipTeam BuildingPillars of CommitmentTypology of Knowledge WorkersCoachingHerzberg FactorsCoaching ArtsFace-to-Face CommunicationTrust EquationFormula of Trust

 

The model

This model indicates four aspects that should be detailed to ensure people’s commitment:

-      Clear goals

-      Influence on events

-      Commitment to skills

-      Recognition and appreciation.

 

Clear goals

When launching a project all parties must be familiar with the goal. The product or the change in itself must be crystal-clear. Including the context in which matters are to be realised. To what strategic and organisational objectives will it add and what is the interest. Who will be doing what, when, where and why.

 

Influence on events

It is important for people to have an influence on events and any decisions to be made. The way in which people work together, how they treat each other and communicate with each other for instance is a topic you should discus and settle with your team. A shared feeling about the matter will help create strong support.

 

Commitment to skills

Individuals wish to be taken seriously. They want to be valuable. Which means you need to tap people's competences that give them energy, that allow them to grow and be of added value to your project or programme.

 

Recognition and appreciation

Individuals need confirmation. They want you to confirm that they have delivered good work. Paying individuals a compliment or emphasising your appreciation will encourage them highly. Discussions about things that are not going so well is another form of recognition and appreciation. A serious approach aiming to improve both the individual and the result is a professional way of tackling mattes that will make people feel they really count.

 

How to use it

 

Clear goals

Depending on the stage in which your team is involved you may display the most appropriate leadership behaviour. If your project pr programme is in the start-up phase while your team has just come together, then the most obvious choice will be to proceed with more directive steering.  Define frames clearly. Make goals clear using the SMART aspects. Communicate where help is required to substantiate your project or programme organisation. Use a set of parameters to enforce your goals.

Also read the “Stages of Team Development” and the “Knowledge Value Chain”.

 

Influence on events

It is important to make people feel they are part of the events taking place and the decisions being made. Organise workshops, LEAN/Kaizen sessions or PSTB meetings with your team. Each member of the team or party involved can attend proactively contributing contribute ideas. The group selects the choices and related actions. The people themselves are responsible for performing these actions. That’s how you create a basis. A pitfall is that the outcomes of these sessions might remain unused.

Keep frequent soapbox sessions or day starts showing the group briefly and to the point the successes made in recent days, the current state of affairs and the action planned for today and tomorrow. Allow people to express themselves. During these sessions any challenges are usually solved directly by the team.

 

Commitment to skills

People will become most inspired and motivated provided they get to perform activities that are (to a certain extent) outside their comfort zone. Doing something new and learning form it gives a kick. Make sure you know the people well. Ask them to indicate their key qualities and find out their weaknesses, allergies and challenges. Being interested in their personal hobbies will also help you gain insight into whatever drives them and what it is they are good at. Agree to have them carry out a few activities within the ‘Challenge zone’. They will take a next step, become self-confident, add something more to your programme/project and further develop their personal growth. Do try to determine the Challenge zone-Panic zone boundary.

 

Recognition and appreciation

Steering is required whenever something goes wrong. And you must protect and substantiate the things that are working out well. Insufficient attention is paid to the latter. The power of complimenting people frequently on their behaviour and achievements is highly effective. This should be in perfect harmony with the multiple corrections and steering of people. You need to protect and even improve whatever is going well. Recognition and appreciation can be expressed in many ways. Passing by and the pat on the back is usually considered to be more pleasant. An explicit compliment in the presence of a large group is another wonderful boost. And let’s not forget the entertaining get-together with bites and drinks to say thank you for the shared input. It is a great way of expressing your appreciation. This can be combined with a (not boring) summary of the current state of affairs of the programme/project.

 

Continued focus

The above pillars should be kept in mind through the project or programme activities. It is a great model to determine while reflecting on your programme (which of course you do on a regular basis) whether the pillars are sufficiently observed. Of course you may do this together with your team. Ask them for their opinion and their needs. They might even describe the team values which you must make explicit anyhow.

 

Good luck, invest in drinks to push down your costs …

 

Related Models: 

-   Drama Triangle

-   Typology of Communication

-   Principles of Effective Leadership

-   Team Building

-   Pillars of Commitment

-   Typology of Knowledge Workers

-   Coaching

-   Herzberg Factors

-   Coaching Arts

-   Face-to-Face Communication

-   Trust Equation

-   Formula of Trust

 

 

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- Description, full colour, pdf