Steps to Getting It Done!

There comes a time when we all grow weary of those individuals who are constantly putting their "two cents" in, but never follow through on anything. In my three decades of consulting, I have come to refer to these individuals as the "talkers," or the annoying individuals who love to give suggestions, but almost never do anything about it.

Organizations and their leaders need to recognize the need to "get it done." This means that while coming up with an idea is a good starting point, that is all it is, and should not be misconstrued as any type of actual action! It is always far easier to criticize a plan or an idea, than it is to actually give an alternative. Since no plan, no matter how well designed and planned, is ever perfect, and there is always room for improvement, there is always something available to criticize. However, when I consult to an organization, or conduct a leadership training program, I "forbid" empty criticisms that merely object, unless they are accompanied by alternative courses of action. Therefore, I recommend that all leaders, and all organizations, develop a course of action, or, in other words, "Steps for Getting It Done." Organizations and leaders would be well served to use the following suggestions to develop their own customized "steps":

(1) Fully develop the concept. That means that an idea should be thought of in terms of what its goals are, what the timetable is, the reason for the change; and the possible positive and/ or negative ramifications.

(2) What are the financial impacts, both in terms of out-of-pocket expense or investment, as well as in terms of time commitment?

(3) Will this plan endanger any other aspect of the organization?

(4) How will members view this plan?

(5) How will you communicate the plan to members, donors, etc?

(6) What is the action plan? Who will be responsible for overseeing the plan? What will the oversight consist of?

(7) What is the timetable?

(8) Why might someone object to this idea?

(9) Will this plan be a top, intermediate, or low priority?

(10) What will be the follow through?

(11) How will you track this plan?

(12) Is this a short-term, intermediate or long-term endeavor?

(13) What do you hope to achieve?

(14) Are the goals achievable?

(15) Since a leaders tenure in office is limited, how will you ensure its continuity?

These are just a few of the questions that organizations and leaders should always ask, and that most organizations do not. Probably the biggest challenge that most organizations have is a dearth of true leadership, because most organizations do not commit enough time, resources or energy to prioritizing leadership training. Because of this, in most organizations, leaders ascend to positions that they are not prepared for, and many organizations either flounder or, at the very least, do not achieve their optimum results!