Influence Employee’s Discretionary Privilege -
Access Different Results.
Our approach
This TEAMALIGN Performance Alignment Framework includes a language and process to access the root of human motivation. Obtaining buy-in so employees offer their best discretionary decision making and efforts is not about behavior modification - it's something very different.
In conjunction with the 3 Interdependent Skillsets, this becomes an implementation mindset.
All four interdependent circles are essential to align & mobilize team members:
1. Leaders set the direction - they create Experiences that shape Opinions.
2. Leaders inspire willingness - they shape Opinions that drive Behavior.
3. Leaders enable performance - they establish Behaviors that impact Results.
4. Leaders achieve next-level Results when they align & mobilize the team.
Acheiving Targets - Creating Change
Change and demands for increased performance usually spark symptoms of employee resistance or indifference. Employees safeguard their Discretionary Privilege - often at all costs. They choose how much to buy-in, and how much effort they exert.
A singular focus on the Behavior circle in the model is nearly always insufficient to create buy-in necessary for optimal productivity.
Why?
Because the silent, unexpressed Opinions that employees bring to work every day drive the way they Behave - their Discretionary Privilege - and when Opinions are left undiscovered, it really doesn’t matter what leaders try to do to change Behavior.
“A person convinced against their will, is of the same opinion still.”
The Frustration Loop:
The twist is this . . . influencing an employee’s Discretionary Privilege is not a function of Behavior - it does not start by focusing on the Behavior circle! And obsessing primarily on the Behavior circle is where leaders get stuck in a “Frustration Loop.” They write emails, tell, bribe, shout, and can eventually coerce team members, demanding - “Just get it done,” or “Work harder!” Most leaders are not even conscious of the Experiences or Opinions circles.
An intentional focus on all four circles generates buy-in.
“This process focused my organization on 4 Targeted Results, we operationalized the 3 Leadership Skillsets, and productivity took a life of its own. We have overcome huge obstacles and now run a profitable business because Discretionary Privileges are aligned to our Targeted Results.”
Trent Cragun
CEO, OLO Builders, Inc.