Ask yourself: If people are not clear on what to do,

will they do it well? And further, if people are

required to think it out while doing it, will they do

it well?

Consider the extreme case, if people have no idea

of what to do will they do it? Clearly not, people

can only do that which they know, and they will

only do assertively and positively that which they

know they know. If someone is uncertain they can

do something, they may push into it, but such

overtly confident people are the exception, most

people are cautious and move into it tentatively.

This all adds up to getting clear first, and agreeing

with the person on what to do, and agreeing with

the person they can do it.

Practice. Practice. Practice.

The second case of thinking it out while doing it

places quite enormous demands on people. Imag-

ine playing the piano. Now imagine having to think

about where to place each finger. Would the person

be able to concentrate on the music, the nuance of

soft-loud, fast-slow, etc.? If one need focus on the

physical demand of something one will not be able

to concentrate on the subtleties of the task. For

example, in business, it a sales person is preoccu-

pied with the next step in the sales process they

will not be watching the prospects eyes, nor listen-

ing carefully to the nuance of what they are saying.

They will be less ‘in tune’ with the prospect than

say a competitive salesperson, and lose the sale.

Clarity first

This sort of analysis leads to the idea of ‘finger

memory’, that is fundamental basics of any task need

to become part of one’s physical habits such as one

can just do it, and do not need think about it. Then

and only then is the mind freed to focus on the nu-

ance. For any moderately complex task top results

require top management of the nuance. All of busi-

ness involves moderately complex tasks. Hence all

business requires awareness and management of the

nuance, which in turn requires fundamental skills be

‘second nature’. People can do the fundamental skills

and crucially they know they can and know they

know they can.

OPD-SHRM role specifications give clarity of

what to do and identify core skills needed to do it

Goal-action builds clarity on paper. Clarity on paper

enables clarity in mind. Clarity in mind enables real-

istic skills assessment and development. The decep-

tively simple idea of goal-action, building clarity

first, means the CEO must understand the concept,

and that if the KPIs are accurately devolved from

strategy into ever role, and if ideal actions are identi-

fied in every role, then the leadership task from Ex-

ecutive down is to have each person in their job de-

liver agreed ideal actions to standard. Delivery of

ideal actions to standard enables greatest chance of

greatest goal success. Greatest chance of greatest

goal success enables greatest chance of greatest stra-

tegic success.

Greatest result is when people are clear on what to do, confident they can do

it, and having fun doing it.

Clarity-in-mind + motivation = greatest result

Within OPD-SHRM management is getting the concept

right. Team leadership is about having people accept the

ideal actions and act them out at work. The CEO must

understand and commit to the processes of the system as

the driver of their intent to achieve strategy. The proac-

tive role of HR is to partner with team leaders in their

wrestle to get the ideal actions clear and agreed by every

person in their team, and then have those people deliver

the ideal actions with verve and commitment.

Human nature in The Origin of Consciousness is de-

fined as the ability to create ideas and apply them in

managing the circumstances we encounter, and the in-

tensity with which we act depends on the emotions as-

sociated with the ideas. We ‘see’ according to the ideas

we hold in mind and we act according to the emotional

intensity we bring to the ideas. The role specification

provides clarity of thinking. Most people are committed

to work to a degree... but the term ‘motivation’ is the act

of team leaders to get more than what is in peo-

ple. Fear is at times used, but it is not strong

long term motivation at work. Under OPD

system the key role of the team leader is to

interact with their team each day and ensure

they are having fun while delivering deal ac-

tions to standard.

Questions for reflection

1. Could management be improved in

your organization?

2. Could leadership be improved?

3. Could the Executive be more effective

in developing a culture of high perfor-

mance?

4. Could HR play a stronger proactive role

in organizational success?

Newsletter 5 Human performance driving results

Newsletter topics

1. Seeking new thinking.

2. How to double profits.

3. Goal—action.

4. Linking staff action to

strategy.

5. Human performance

driving results.

6. HR as rollout of strate-

gy.

7. Behavioral structure of

the organization.

8. Understanding human

psychology.

9. Linking people to be-

havioral structure.

10. Perfect human perfor-

mance.

11. Performance manage-

ment moving actual toward perfect perfor-mance.

12. Built in flexibility.

13. A scientifically proven

balanced solution to human performance as a driver of results.

14. Redefining engage-

ment.

15. Culture.

16. All HR policy changes.

17. Lifting expectation.

18. Redefining leadership.

19. Redefining manage-

ment.

20. Why has it not been

done before?

21. Stop. Reflect. Chose

and improve.

22. Why can’t we do it

ourselves?

23. Mind of the CEO.

24. HR as the ‘right hand’

of the CEO.

25. Building a ‘verbal

ready’ Executive.

26. Understanding human

motivation.

27. Building and imple-

menting an integrated motivation policy.

28. Human capital.

29. Finding and develop-

ing talent.

30. Choosing better ideas.

Reading these newsletters you will gain new insight into how to manage the link between people and your organization so that both benefit by increased results, greater success, increased profits, more fulfilling work, and greater satisfaction.

Contact: info@opdcoach.com to meet and explore how this system will lift results in your business. Alternative advise us, do not send, if you do not wish to receive more emails.