Who Not How by Dan Sullivan

Author:Dan Sullivan [Dan Sullivan & Dr. Benjamin Hardy]
Language: eng
Format: epub
ISBN: 9781401960582
Published: 2020-08-21T00:00:00+00:00

A sense of competence

Autonomy in how they do their work

Positive and meaningful relationships

Social environments that support these three needs create high levels of intrinsic motivation, psychological and physical wellness, and enhanced performance in all of their people. But how these needs are applied is a critical part of the formula.

Interestingly, though, research has found that teams who have high levels of autonomy but low goal clarity, as well as little performance feedback, actually perform worse than teams with low autonomy. However, when a team has 1) high autonomy, 2) high goal clarity, and also 3) gets regular feedback on their results, then their performance shoots through the roof.

Put simply, autonomy without clarity is ultimately a disaster. The Who will wander in circles freely but will not go in a meaningful direction.

This brings us to the primary issue with leadership: Lack of clarity of vision and inability to articulate that vision leaves Whos with no identity and no clear purpose. They become frustrated and lose their confidence. It’s not because they lack the resources or capability, but because they have bad leadership.

Instead of providing radical clarity, giving profound trust and autonomy, and being committed to the results and flexible to the process, too many leaders obsessively micromanage the process of their Whos.

It is the role of the leader to determine the “what”—which is the desired outcome or goal—and to provide clarity, feedback, and direction when needed. It is not the role of the leader to explain how the job is done. The Who determines how they will best go about getting the job done. All they need is clarity about what specifically “done” looks like.

This is where the Impact Filter can be helpful. It helps all involved parties stay on track when confronted with other distractions. When building a house, there are many things you could add to the house that may improve it. But if those improvements distract from the details you specifically want for that house, then such “improvements” may actually kill the entire vision.

By having clear Success Criteria, meaning what has to be true when this project is finished, you can ensure your Who doesn’t get lost. At the same time, you give them full autonomy in how they make that Success Criteria real.

Without clear boundaries, your Who will lose motivation. Boundaries and clarity create motivation. In order to be motivated, you need clarity and simplicity. Boundaries help clarify your path toward your desired aims. According to Expectancy Theory, one of the core motivation theories in psychology, motivation requires a clear and tangible outcome, as well as a path to getting that outcome. The constraints established by the Success Criteria are essential for the Who being motivated, because they clarify the Who’s path but also provide complete autonomy in how they create the result.

“Always reward creators. Never reward complainers.”

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