Do your people know what your priorities are?
You have priorities. If your team doesn’t know what they are, they’re not really priorities at all.
Yeah, you might have put them in a memo or an email. Had them on a slide during a meeting. But that’s not what they’re remembering.
What they’re really remembering is what they see you doing every day. What you ask about. What you praise. What gets on your calendar. What you’ll drop everything else to do.
When your priorities are hidden, your people (your good, talented, committed people) fill the gap with their own guesses. And so even though they’re smart, even though they’re well-meaning, they may work hard on the wrong things.
So let’s talk about how to make sure we get our priorities right. Not just for us, but for everybody.
Write Them Down
Like, right now. And if you have six, you have too many. Not more than three. If you can’t do that instantly, your priorities are probably hidden not just from your team, but even from you.
Have Your Team Write Them Down
Have them send them to you separately. Ask each of them what they think the top priorities are. Then compare. Look at what you wrote. Look at what each member of your team wrote. See what you learn.
Share the Results with the Team
Just like any survey, when you ask people for their input, they deserve a response. You asked them to share this not as a test, but as a way to understand. So share what you learned.
Apologize and Refocus
There may be a mismatch, with the whole team or with individuals. If the mismatch is there, at least part of it belongs to you. Which means you need to help make it better and get everyone back on track.
Watch the Evidence
Does your calendar match what you’ve said your priorities are? Do your questions? Do your reactions? Then ask for feedback. How am I doing? Is my behavior matching what I’ve said the priorities are? Am I helping you stay focused, or am I taking us off on side journeys, diversions, or distractions?
Keep Changes Clear
The world changes, so priorities might shift. Whether the change is yours or comes from above in the organization, keep it clear. And it doesn’t mean adding. If this one is now on the list, this one might have to go off the list, at least for right now.
Here’s a thought for you organizationally: when priorities are unclear at the top, they multiply below. Help your leaders name their priorities, communicate them, and live them. And make it safe for the team to say, “I’m not sure I know what matters most.”
Your team already knows your priorities. They watch what you do. Make sure that what they see is what you would say.
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