031 – Creating a Company Plan Your Team Will Rally Behind | Pete Honsberger

Pete Honsberger (@PeteOhWait) is the Integrator and Lead Facilitator of Culture Shoc, a company whose mission is dedicated to driving engaged teams that produce shocking results. Through his experience working with companies of varying sizes and leadership dynamics, he has become a specialist in breaking down a company’s goals into actionable plans—and then creating a cohesive culture of employees who rally behind them.

Pete is a firm believer that the key to success in any organization is having a focused plan to execute on. When creating these plans, he uses a “reverse engineering” approach, starting with a 10-year goal and working backward until he’s broken it down into quarterly (or even weekly) benchmarks.

Once he breaks a company’s goals down into bite-sized pieces, the next step is knowing how to fire up employees and get them to buy in. Learn the exact methods he uses to do it in this week’s episode.

Truth You Can Act On:

  1. Healthy Accountability. Too often we think of accountability as a negative term. Holding your team accountable doesn’t mean they’re in ‘trouble’. Instead, it should be viewed as an opportunity to achieve goals together. So when you think of accountability, first think of buy-in. What are the things that need to happen in order for us to achieve your goals? Once that’s answered, then your role as the leader is to help them reach their goals by holding them accountable for doing what they set out to accomplish.
  2. What do you stand for? In order to foster an engaged team, you have to first know your company’s values. Otherwise, you won’t know if you’re hiring the right people. You want the people who join your team to be obsessed with your company’s purpose, mission, and goals. Starting with the right-minded people is half the battle.
  3. Don’t just have a meeting to have a meeting. In our conversation, Pete shares his insight on how to hold effective meetings so that time isn’t wasted and issues are addressed. The cadence of when you have meetings doesn’t have to be prescribed. It’s not about a right or wrong amount of meetings; it’s about effectiveness in those conversations. Regardless of when or how often you meet, Pete still encourages leaders to meet with their people once per quarter. Doing so allows you to identify potential issues and pivot for improvement rather than waiting for an annual review.

Nikki’s Book Recommendations:

Sponsors:

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  • Emplify  – Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.

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