Protecting your Standards

Like many fellow veterans, bootcamp changed my life. To this day I still look back fondly on the experience. For a kid without much focus and direction, I was presented with structure and concepts that have served me well both professionally and personally--having integrity; making your bed every day; showing up to meetings early and prepared; being courteous and professional; and giving 100% effort every day are just a few examples.Early on, it was easy following the standards set by my superiors. It was simple: just do as you’re told, and everything is gold. However, as I progressed through my career, I recognized the need to look at standards from a different angle. Sure, standards were easy to follow, but as I became a supervisor and began leading 1 or 2 subordinates, then 5 and 6, and eventually running programs that impacted 8,000 plus customers and managing departments of close to 80 employees, I realized the major differences between following standards and enforcing standards. My paradigm had shifted into understanding the importance of not only setting standards, but more importantly, protecting them.The following are some words of advice gathered from years of following, leading, and learning (sometimes the hard way) on how to protect your organization’s standards.Believe - As a leader, your organization’s standards must be your own. If you do not believe in them, neither will your team. You must first buy in to create buy-in. If you do not believe in the standards, their value and importance, your team will not believe in the need to meet them. Take the time to educate your staff on why the standards exist, the importance with meeting them, and the downfalls from not. Employees need to know their impact on the mission and how adhering to and adopting the standards support that. If you inspire your team to find value in the standards, they will fight to not only meet them, but will often exceed them.Be Clear - Leaders suffer when they cannot clearly define the standards. A team that doesn’t understand expectations will quickly unravel and lose faith in the organization. Be specific on what you need from your team. Never assume. The second you assume ‘they’ll get it’ without clearly defining expectations is the same second that you’ll quickly realize they don’t. Organizations are made up of individuals with varying experiences and thought processes. Be sure the message is delivered in ways that everyone on the team understands.  A one-size-fits-all explanation won’t cut it. Be sure to clarify expectations as often as needed.Be Consistent - You must absolutely be consistent in your actions. Leaders will never be able to protect a standard they are not following themselves. If you talk the talk, you must walk the walk. You are the example for the team to follow. Saying one thing and doing another devalues the standard, will create distrust, and undermines the organization. On the same note, be sure to swiftly address any deviations from the standards by members of the team. If a failure to meet a standard goes unchecked, a new sub-standard is established and respect for your authority and accountability may be questioned.Be Humble - Get out of the way. Don’t be a barrier to your team’s success. If you’ve successfully developed your team and they believe in the standards, are clear of the expectations, and are consistently adhering and adopting them, then your job, for the most part, is done. There will be times when you’ll need to step in and redirect someone, but I guarantee that if you’ve really done things right, their peers will rise to the challenge and serve as defenders of the organization’s standards on your behalf. Don’t get in their way.So, what’s the greatest way to protect your organization’s standards? One doesn’t necessarily need to go through a bootcamp-like experience. You just need to develop a team that understands them, values them, owns them, and is willing to protect them alongside you.  Editor’s Note:  W. Scott Greene is the co-founder of Llama Leadership, an Air Force veteran, adjunct college professor, and leads workforce and organizational development programs for a non-profit agency in South Texas.  You can find him on LinkedIn at: https://www.linkedin.com/in/waynescottgreene/