From an early age, we are measured on our results.
Our grades reflect our ability to master a concept or skill. It could be math equations, scientific formulas, or sewing…we are graded on outcomes.
Our schooling, training, certifications, and the first jobs we take are all designed to prepare us. They prepare for getting good results in whatever area of expertise we decide to build our careers upon.
We get into a role and are measured on WHAT we did/produced/etc. We understand how we are performing and can adjust to get better outcomes, rewards through promotions, bonuses and more challenging work.
It’s still grades. It’s still results.
The predictable WHAT
The good news is this is relatively predictable. The bad news is, pretty much anyone with similar schooling, training and/or experience can also produce results. Can get from point A to point B.
When someone decides to move on from an organization, the work that needs to get done gets done. Every time. That’s the nature of an organization. It cannot be dependent on a single person.
That could be demotivating. The knowledge that any one of us is replaceable and WHAT we do could be done by someone else.
The immeasurable HOW
If someone else can do the work, why is there a sense of loss when someone leaves? There is something missing. Something different. Unfortunately, we may not realize what’s gone until the person is.
WHAT we can do and produce is replaceable. It is only in the HOW that we demonstrate our value.
Any one person may be able to get from A to B, but HOW they get there makes a difference. It’s based on the history, perspective, character, and experience of that individual. What they bring to the work that was unique to them.
It can be easy to get caught up in “building a better widget.” If you focus exclusively on outcomes, there will always be someone who can build one better, faster or cheaper. You can get so focused on the WHAT that you forget the HOW.
Forgetting the HOW means forgetting to be a team player. Saying thank you. Asking for help. Building trust in the team. Being trustworthy.
What’s the legacy of your HOW?
Do you find yourself getting caught up on the WHAT? Step back and consider the HOW. Consider what would be remembered if you left.
Is your legacy that you built the best widget? Or that you are a great listener and sounding board, support others in their development, or always make time for your teammates?
Yes, someone else may be able to do our job. Yet no one else can bring our energy, passion, and character to the work. How we achieve our results is our superpower.
