Management Principles: Following Direction

Number 3:  Following Direction

                  This one seems to be simple; just follow direction. Just do it.  Go on, do what you are told! 

When in fact, it is very complicated—what if the direction contradicts something (e.g. morals, values, higher authority). 

                  As I think about this, I realize that whether I receive the direction or I give it, the expectation is the same….Follow direction.  If you walk away when given direction, then the expectation is you will follow it.  This then becomes your responsibility.  So, if you have a question, concern, point to be made, MAKE IT KNOWN! Do not leave your management thinking all is well if it is not.

                  Likewise, if you direct someone to do something, wouldn’t you assume as they walk away that it was going to be done as asked?  It’s the golden rule simplified; do for others as you expect others to do for you.

Here’s the hitch in this as I have posted in an earlier blog.  When directing your people, be sure to be clear and concise so when they do walk away, you both understand what is being asked.  What exactly are the boundaries of this task? When do you want it done?  Do you want it followed a certain way?  Do you want to be informed at certain points?  Quite literally you could ask these questions all day.  There also has to be a bit of trust in the relationship.  It’s really the 80/20 rule, whereas you spend 80% of your time with 20% of your people.  For instance, after having a good working relationship with my people, I know whom I can give direction to and how they will proceed afterward.  Then, I have those who I must spend time with to insure that they understand what is needed.  It may only be a couple of people, but I spend most of my time with them to ensure the direction is followed.

I also want to take a moment to discuss people in general.  When I was an instructor, I learned that a classroom full of students just meant I had a room full of individual learners.  No two individuals necessarily learned the same way.  While one person needs to read about it first, the other may learn from hands-on training.  The same goes with giving direction.  While one person may need to be told only once, another may require their hand held throughout the process.  Don’t ever forget this, and be sure to understand this and how it can be applied.  It will save you a lot of frustration.  Also, alternately, the same goes for you receiving direction.  Your boss is not necessarily a similar learner.  He/she may give direction, and have an expectation of direction being followed, which you may not comprehend.  This too is very frustrating.  Empathy, in both directions, is the key to your sanity.

 If you as a leader are not approachable; or as a follower are not willing to stand up and speak, then you are now responsible to carry out the direction.  In other words, if I tell you to do something and you walk away, I can only assume that you are going to carry out my direction.