THE 5 POWERS OF SHARED COMMITMENT

Another great post by Dan Rockwell

A leader who refuses to call for shared commitment embraces pointless turmoil.

An inability to create shared commitments propels you toward frantic mediocrity. The doorway to meaningful achievement swings on the hinges of commitment.

Teams rise to the height of their shared commitments.

Few to many:

There are few commitments and many decisions. “We’ll always seek the best interest of others,” is a commitment. How to practice commitments is the place where decision-making happens.

Shared commitment defines the meaning of your leadership.

You don’t need complete certainty, but you do need commitment.

5 powers of shared commitment:

1. Strengthens connection:

Shared commitment forces people to depend on each other. You appreciate individual strengths and contributions when everyone’s in the same boat.

There’s a “we-ness” to shared commitments.

2. Eliminates petty competition: 

Shared commitment allows us to celebrate when someone on the team outshines us. Those who avoid shared commitments have a personal agenda.

3. Simplifies decisions:

Shared commitment establishes direction. Decision-making is about how to get there, not where to go. When you commit to serve customers first, for example, direction is set. Many decisions follow.

4. Energizes creativity: 

The uncommitted find fault to justify their lack of commitment and promote their own agenda. The power of shared commitment is it drives teams to find ways to move the agenda forward.

Don’t tolerate uncommitted team members. 100% isn’t necessary, but 100% commitment is.

Those who aren’t committed find fault. Those who are committed find a way.

#5. Enables self-evaluation: 

Unwillingness to make commitments is an open door to gullibility. We evaluate ourselves and the course of our leadership based on commitment.

Beginning:

Calling for commitment begins when you help people understand and pursue what THEY want. Shared commitment capitalizes on individual values.

Compliance is forced. Commitment is freely given.

What are the advantages/disadvantages of shared commitment?

How might leaders create shared commitment on teams?

Bonus material:

Relationship Between Commitment and Creativity: a Multi-focal Approach (Academia)