Observant managers know the difference between team members who always seem to be super busy but get nothing done, and those golden few who accomplish twice the work in half the time. These are the “Consider it done” people.
The best leaders never confuse motion with results. The trick is to ferret out the few people who have this “Consider it done” talent. Here are a few characteristics to look for.
Possess skill, experience, and street smarts. They figure out how businesses really work, cutting through confusion, dodging collisions, and negotiating compromises.
Able to avoid or navigate the politics of the organization. They don’t worry about building their own image, but they are astute enough to find alternate routes around the political and power bastions. (Ideally, your company is devoid of these issues)
Maintain a laser focus on the objective. They cut to the chase, and almost always take a positive approach to the work before them.
Driven by a desire to make progress. They are not looking to build favors or special attention. Their focus is on accomplishing results.
Able to balance the paradoxes of highly effective leaders. They may be analytical, intuitive, aggressive, and/or confident as the situation requires.
To find more “Consider it done” people for your organization, try asking these questions in interviews.
- Tell me about a time you took initiative….
- Tell me about a process or system you improved….
- What do you know about our company?
- What are your interests outside of work?
- What is your ideal work environment?
You as a leader have the opportunity to create “Consider it done” employees by providing a conducive work environment, necessary tools, a clear picture of the outcome desired, and a completion date. Provide those critical ingredients and you’ll soon have a company full of “Consider it done,” people.
The road is easier together,