Don’t Focus on Results

April 25th, 2016 § 2 comments

“As a leader, we are not responsible for the results. As a leader, we are responsible for the people who are responsible for the results.” —Simon Sinek

What’s your priority as a leader, results or building a team to achieve results?

Leaders are ultimately evaluated by their ability to achieve the organization’s goals. However, it’s impossible to reach the goals without the help of their team. Many leaders put the cart before the horse and primarily focus on achieving results.

Failing to recognize the importance of building a team, leaders often resort to issuing orders and forcing compliance. They fail to recognize that their top responsibility is to create an environment that enables team members to contribute the best they have to offer. I recently read an article referring to this tendency as over managing and under leading, which I think is very fitting.

Without a great team, and environment that inspires them to give their best every day, long-term goals will remain out of reach. Rather than obsessing on results, the best leaders focus on hiring the right people and fostering a sense of commitment within the team. They understand that once they have a committed team in place the results will naturally follow.

Let go of your desire to control the outcomes. Instead, focus your energy on building a spectacular team and unleashing their creativity. You will be amazed at what they can accomplish.

Make it an excellent week!

J. Matthew Becker, M.Ed., PCC

§ 2 Responses to Don’t Focus on Results"

  • Tonya says:


    So many times the company is not worried about how we get to the end result but only the result itself. How can we ensure that we can hire and retain the best talent while obtaining the best end result?


    • Great question Tonya! The key is to trust that hiring the right people and building a team will allow you to achieve the results you need. Rather than simply going for the most talented or experienced candidate, consider how well they will fit in with the team. Look for someone that brings a perspective or skills that compliment the rest of the team. Finally, make sure you are continuing to develop and support your team. Don’t hire them and expect that they won’t need support. This is simply asking for the wheels to fall off the car!

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