Keep Commitments

FranklinCovey Content Team

Say what you are going to do, then do what you say you're going to do. Make commitments carefully, including implicit commitments, and keep them at all costs.

Make keeping commitments the symbol of your honor. Don't break confidences. Don't attempt to "PR" your way out of a commitment you've broken.

Don't let 1-on-1s slip into the ineffective and monotonous territory of simple status reports and progress checks. Get 100+ questions to improve your 1-on-1s and use them to engage your people, uncover issues, and unleash potential.

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Enabling Greatness in People and Organizations Everywhere

Keep Commitments

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We’re not advocating goals that are easy to reach. Set a goal that challenges the team to rise to their highest level of performance but not beyond it.

Are you and your team delivering activities instead of results? Are the results the right ones?

Do you practice the principle that, with people, slow is fast and fast is slow?

Effective leaders create systems that make it easier to achieve results. When was the last time you did a “systems check”?

Are your people as forthcoming with bad news and negative feedback as they are with good news and positive feedback?

Are the efforts of your team members moving your goals forward? How can you make it easier for them to do so?

Does everyone know the team’s top two or three priorities (WIGs) and how they will align their efforts to achieve them?

Have you articulated an inspiring vision so your people choose to volunteer their best?

Do you need to be the smartest person in the room?

What’s preventing you from holding 1-on-1s with each of your team members?

How will you find the courage to keep your team focused on what is most important, including saying no to some of your own best ideas?

Do you see every interaction with team members as an opportunity to build confidence and develop potential?

When was the last time you gossiped or disparaged someone behind their back?

Do your wins come at the expense of others? Or do you allow others to win at your expense?

When was the last time you technically told the truth, but left a misleading impression?

Do you dedicate your time to the activities that will yield the most impactful results on the organization and your team’s mission?

Do you spend as much time celebrating the achievement of goals as you do setting them?

Our paradigms are perhaps the most powerful tools we have in how we interact with others.

How many people on your team are in the right role? Do you need to make adjustments?

If paparazzi had followed you last week, would they have seen a balance of activities at work and outside of work? What’s the impact?