Effort is necessary. Results count.
As an undergraduate at the University of Illinois, I was shocked to receive a C+ on a submission in my business writing course. This was a project I had put considerable effort into and expected to be rewarded with at least an A. Maybe an A- since she was a tough grader.
Alarmed at the C+ grade jumping off the page and seemingly clubbing me and my pride over the head, I made an appointment with the instructor, hoping to negotiate an improvement given all the time and effort I put into the assignment. Her words still echo in my mind to this day: “Effort is necessary. I grade results.”
What’s most unsettling to me about that moment was the recognition that she was right, and I knew it instantly. I recall being embarrassed by trying to gain credit for effort. My parents raised me better than that. As both mom and dad used to highlight, “Anything worth doing is worth doing right.” That was their code for me to work harder to get the results I was after.
The instructor did give me the opportunity to rewrite the paper for up to a one-grade improvement. I earned a B+ on the final submission. There’s a good lesson here on second chances that reinforce the right behavior.
Your job is about generating the right results
I regularly cite this quote from Jim Fisher, author of The Thoughtful Leader — A model of integrative leadership: “What we want from our managers is more revenue or higher profits, software that works, schools that perform, agencies that deliver, and hospitals that serve.”
Fisher is right. No one grades how hard people work to achieve those outcomes. They evaluate the outcomes. In too many instances, we’ve lost track of this reality.
Your role as leader:
- Clarify the mission.
- Pick the right people.
- Define the required outcomes and time-frame.
- Ensure they have the tools essential for the work.
- Clarify the lines that cannot be crossed to achieve the required outcomes: the legal and ethical boundaries.
- Empower them.
- Coach and support.
- Reward and thank them for generating the results.
The tough love part
As a leader, I don’t care how hard you work to achieve our targets. Just like my instructor, I grade results, not effort. If this isn’t agreeable, please help another organization, not ours.
That said, the leader should recognize and reward results, celebrate successes, advance those who demonstrate the acumen to get things done within the boundaries, and remember to adjust the pace to reflect the human need to recharge before tackling the next big thing.
The bottom line for now:
Results move organizations forward, create and retain jobs, support career development, and reward stakeholders. While we must build in clearly defined lines to prevent “results at any cost,” one of those limits isn’t effort.
