Hallway Consulting Group

In the world of leadership, where decisions carry weight and actions speak volumes, there is perhaps no attribute more essential than the steadfast commitment to one’s word. Leaders are entrusted to guide their teams and organizations, and expected to set the standard for integrity, accountability, and trust. It is in the daily pledge to uphold commitments that a leader’s character is truly revealed. 

As leaders, we all must prioritize what seems like endless responsibilities and tasks on our plate. It can feel like we need to be an expert juggler to get it all done! Prioritizing our time and attention may mean we are unable to fulfill our previous commitments. We are human. We make mistakes. And we are imperfect. Understanding and minimizing the impact when we fall short is a critical component to effective leadership. 

Why is it important to keep our commitments?

1. When a leader follows through on their promises, others are more likely to believe in their words and actions, leading to stronger relationships and better cooperation. 
2. A leader’s reputation is closely tied to their ability to keep commitments. Consistently fulfilling promises enhances a leader’s reputation both within the organization and in the broader professional community.
3. When leaders honor their commitments, it sends a message that they value their employees and their contributions, boosting morale and motivation. 
4. Leaders who keep commitments set an example for accountability within the organization. When leaders hold themselves to high standards, it encourages others to do the same.
5. Keeping commitments is essential for achieving organizational goals and objectives. When leaders follow through on their commitments, it helps ensure that projects and initiatives stay on track, resulting in better performance and outcomes.
6. Employees are more likely to remain loyal to a leader who keeps their commitments. High levels of employee loyalty can lead to lower turnover rates, reducing recruitment and training costs.

What does it feel like to be on a team where the leader, or team member’s, do not follow through on their commitments? 

I remember teaching a required first-year introductory college course. Not usually a favorite, it provided the resources and framework for being a successful student. The course contained a variety of individual activities and one group project. Students would often sail through the individual activities. High performers took pride in their work and exceeded expectations. Low performers did the minimum requirement, hoping to just “check the box’ and get the course over with. Knowing which group a student fell into was usually evident in the first week. But sometimes strong students would lose track over the semester, get distracted, or prioritize other classes ahead of this one, and their work began to suffer. 

Then came the group project. The assignment was intended to teach the value of collaboration, the importance of planning, and how to work toward a common goal. Everyone in the group was responsible for the end result, with the same grade given to all. Honestly, it’s often where the wheels fell off the bus as it tested a student’s ability to communicate effectively and work collaboratively. 

Following clear direction for the outcome expected, along with the detailed scoring guide, groups often started strong with a plan. Those that communicated regularly found everyone doing their part. Usually one member took a leadership role, helping to keep the rest organized and the project on track. Tasks were assigned, collaboration check-ins existed, and support for one another was evident. Successful groups understood the strengths of each individuals on the team and maximized it for their success. Each person felt valuable and could see how their contribution impacted the end result.

Unsuccessful teams had a very different outcome. They were devoid of leadership.  Everyone waited for someone else to take charge and tell them what to do. Communication was slow or non-existent, and team members panicked as the deadline loomed near and no progress had been made. It was common for the group to randomly assign tasks and work independently on each portion of the project. Inevitably, one student missed a deadline or failed to complete their portion. Communication faltered as tension increased and members had to carry the load for someone else. Ultimately, there was no teamwork and the quality of the end product suffered unless one person in the group picked up the ball and did the majority of the work, just to ensure their individual grade did not suffer.

Our work environments are no different. Professional careers are a series of one group project after another, requiring us to solve problems or create solutions with a variety of individuals. Sometimes we are the leader. Sometimes we are a member of the team. Both are valuable and important roles. As a team member the role may be individual contributor, as the leader we are responsible for coordinating it all. And when just one person doesn’t meet their commitment, the project suffers. Tensions rise, communication falters, and just like my students, people disengage. It may be the leader who picks up the ball to get the project finished, or that dedicated team member who seems to always get tapped on the shoulder to pick up the slack left by others. Not unlike the student groups, there are consequences when work does not get done or is of poor quality.

Leading by example is a great way to develop a culture of accountability. Be true to your word. Hold yourself to the same standards you hold others to. If you fall short – acknowledge it. Humility, along with an apology, can go a long way. If someone .

Helping your team meet their commitments is crucial for fostering accountability, teamwork, and overall organizational success. Here are some strategies to assist your team members in meeting their commitments:

1. Set clear expectations. Ensure that employees have a clear understanding of their responsibilities and commitments. Clearly define objectives, deadlines, and expected outcomes. 
2. Maintain open and regular communication with your team. Encourage them to ask questions, then be approachable and available to provide guidance and support. 
3. Have you put too much on their plate? Help team members prioritize their tasks, working together to identify which commitments are most important and time-sensitive. Establish an accountability framework that includes regular check-ins, progress reviews, and performance evaluations.
4. Ensure everyone has the tools, training and resources to meet their obligations.
5. Offer mentoring or coaching to anyone who may be struggling to meet their commitments. Provide constructive feedback and guidance on how to improve their performance.
6. Remember that each employee is unique, and their needs and challenges may differ. Tailor your approach to the individual, and be flexible in your support. By actively assisting your staff in meeting their commitments, you contribute to a more productive, engaged, and accountable workforce.

Remember that commitment fulfillment is an ongoing process, and it’s normal to face challenges along the way. Be adaptable and willing to adjust your approach to ensure you and your team meet commitments effectively and consistently. Be the leader everyone knows they can count on.

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“A leader is one who knows the way, goes the way and shows the way” ~ John C. Maxwell