Ep.1698 - Behaviors Have Consequences

Well, the question will come later, but the observation for me is that there are companies that will say that they're not into, and it is their business, and that's fine, that they're not into holding people accountable, they're not into protecting their culture, and they are not going to what's the word? I don't want to use forceful.

I don't want to use strict.

They're not going to be consistent with asking project teams, project delivery teams on their projects to perform in a certain way.

When anytime they get anywhere near The point of having even a little bit of conflict, they shy away from it.

They say, no, that's not our culture.

We want to be soft and nice and fluffy all the time.

To the point that there's drift.

We have constantly seen in the format of operating system training field walks, that if you're missing any one of those three, that you really have a lack of performance.

So what I mean by that is you have to have an operating system that your company uses, then you have to, or get to rather, it's probably a better word, get to scale training and then do monthly field walks for the purpose of working shoulder to shoulder, helping people out, providing support, and then also saying, hey, this is what we expect and we are going to improve we are going to expect to see progress we call them on yellow brick road documents it's it's follow the yellow brick road it's like here are the instructions from one field walk to another field walk so there you have to do that if you want progress and i know there's companies they're like i'm fine to adopt the system elevate will even adopt yours we'll buy all the books i'm fine to do boot camps you know last year three companies um had us go out to their location for super pm boot camps at a considerable expense i might say uh and train their people which was remarkable and very effective and then and then sometimes um they will uh say yes let's go ahead and do the field walks and within months take it all the way meaning they have they scale it and they have the results And then some companies are like, no, no, no, no, no.

Like the job site teams wouldn't like us checking in.

We don't like that much transparency.

I know they're not following the system, but you have to let the superintendent run in his own way.

You know, I, you know, I don't want to have that difficult conversation.

But and I'm kind of like, hey, that's fine.

That's fine.

That's your company culture.

I don't think it's my benefit.

Okay, so here's two things.

Here are the two things

where I have a problem with that.

It's fine for you to say you're going to be nice.

It's fine for you to say you're not going to hold people accountable.

But then on the other end, here's what I'm seeing.

It's a problem if it affects workers and foremen in the field, meaning it disrespects your trade partner or somebody gets hurt or somebody is disrespected or workers have to live in chaotic, stupid conditions and environments, right? The other thing that I've seen recently with the economy is that those same companies who are too quote unquote nice to hold their people accountable and actually perform and to actually hold standards will then go lay people off.