Tuesday, May 21, 2013

Follow-up to Follow-Up!

The simple, yet difficult discipline of follow-up.

This post, dated March 11, 2013, has generated the most hits on my blog.

"What a great reminder of why follow-up is so important. Maybe a follow-up blog about what the consequences of not following up are...besides the change not sticking."

                        Thus posted a reader of my blog.  Thank you Traci Gingrass.


Here are some further issues that arise due to a lack of follow-up.

  1. Leaders can lose credibility.  When leaders who once stood in front of groups of people advocating for a change no longer persist in it's intended goal, people place a mental check-mark next to that person's name that says "Wasn't serious about the change."
  2. People burn precious energy that could have been used elsewhere on more promising projects.  The result?  People come to work to sense "effectance" - did I get something done today?  When people pour their blood, sweat and tears (and sacrifice of family) into a project that goes nowhere, the result ranges from frustration to depression to disparagement of management.
  3. The Team Leader loses confidence in his or her leadership. 
  4. The Organization loses precious momentum.  Successful changes add Organizational Efficacy to the company (see my published research) furthering the organization's capabilities to do even more.  The opposite is also true.  Organizational Efficacy Scale
  5. The Organization loses money.  Period.
  6. The Organization builds an external reputation for half-completed projects. 
                                          
Follow-up is, in the end, a determination to complete things, a persistence to get the job done.

After all, isn't that why we come to work? 

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