Scenario:

Joel is frustrated. He was preparing the one-on-one with Claude when he realized that Claude hadn’t set up that meeting with the IT group. Grrrrrrr. Joe still remembers vividly that he had asked Claude to arrange the meeting, including the agenda. He asked when they were both getting a coffee at Starbucks before the all-staff meeting. He had asked and Claude had agreed to do so. Now Joel thought more about it: That was three weeks ago! He was getting angry. This was not the first time that Claude’s follow through didn’t happen. This is serious. Joel picked up his pen and wrote with capital letters on top of the agenda: FOLLOW-THROUGH!!

Recognizable? Have you ever be prepared a one-on-one and realized something haven’t been done?

Some tips for you using the example of Joel and Claude:

Tip One. It all starts with…

Good follow-through starts before the commitment. It starts before any commitment.

The scenario of Joel and Claude started off on the wrong foot. Joel asked Claude when they were both in a hurry. Real commitment requires a pause and some thinking. Also Claude wasn’t in his office. Most of us carry handhelds where we can make appointments and reminding notes. However, we don’t use those automatically when we’re on the move.

Lesson learned:

Take care when you ask someone to do something that the other person has a moment to think and really commit to what ever you ask them to do. Set the other person up for success – and yourself for less frustrations.

Tip Two. Out of sight, NOT out of mind

Bad delegation is often compared with throwing something over a fence. The fence blocks whatever you threw over it from your view. So nice! You can forget and don’t worry about it because it will be taken care off.

How we wish that could be.

Don’t create that fence. Checking in on a regular base is not the same as micromanagement. It all depends on HOW you check in.

Another thing that is missing in this scenario is a deadline. Maybe Claude hadn’t forgotten at all but had a different sense of urgency.

Lesson learned:

Follow through requires deadlines and checking in.

Tip three. Clear expectations

We all have a different perspective on what follow-through means. For example, Dan Ruch, the CEO of Rocktrip, expects his employees to respond to any email within a maximum of 24 hours. Even on weekends. An employee who doesn’t respond promptly to emails won’t be long at his company.

These are clear expectations. But needless to say not every employee has the same ideas of follow-through. Expectations around follow-through need to be communicated soon and clearly.

Lesson Learned:

Be very clear about your expectations.

Coaching Question of the Week

How is your follow-through? Watch your own follow-through for week. Become aware. You’re probably not as good at it then you think you are. Let me know how you’re doing.