Three Keys to Corrective Action
As a leader, you’re faced daily with decisions big and
small. But there’s no question that some of your most important decisions are
going to be around taking correction action relative to your goals—specifically
your goals as a leader, your goals for your team, and your goals for the
organization at large.
But taking corrective action can be tricky. Do it
willy-nilly and your leadership will come across as undisciplined,
dysfunctional, biased and perhaps even reckless. This is something you cannot
afford, particularly given your responsibility and the fact that leaders today
are being scrutinized like never before.
Taking correction action through the right approach is vital.
And it’s a core part of what our MAP consultants have been coaching leaders and
organizations to do for the past 60+ years, using the MAP
Management System™. Do it well, and your leadership, and the culture it
creates, will be seen as more focused, equitable, trustworthy and productive.
Here are three keys to better your practice around taking
1. Use an accountability system. Every corrective
action you take should be tied to a process of goals and controls, a system
that measures performance, builds alignment among your people, and holds them
accountable for results. With each goal set, corrective action is linked to the
goal such that you and your people always respond to the outcome, be it with a more
challenging target, a course correction, or perhaps the choice to wait or do
nothing at the moment. After all, sometimes no action is an option. You may
need more time to gather and interpret information to make the best decision
2. Exercise your emotional intelligence. Research
shows that EI, or emotional intelligence, can be more important than IQ, which
is why countless leaders invest in improving their EI through professional
development and coaching. That’s all good and helpful, but what our clients
tell us is that the beauty of using an accountability system to take corrective
action is that you can rely on facts and data—not your emotions or bias—to make
decisions. If you leverage this tool, you’ll find it far easier to not allow
your personal thoughts or feelings to creep into decision-making and,
consequently, dissuade you from taking necessary corrective action. Your EI
will be much easier to exercise, manage and control.
3. Build a culture around correction action. This
means you train your
people and, in particular, your management team in how to use your
accountability system. Teach them best practices around corrective action and
reward them for their successes big and small. You’ll know you have an
accountability culture when every decision made gets vetted through that
accountability system that’s based around effective practice of corrective
action, tied to those goals and controls.
Tell us how taking effective corrective action has worked for you?