Oh, attention to detail — the great skill of the past. I remember a time when you would receive red markups on your work in school if you had missed the smallest detail. Even in math class, you were asked to show your work for the longest math problems. Missing one small piece of that problem resulted in failing the entire question.When I shifted into the workforce, I remember people saying, “details matter.” However, I can say as a coach, trainer, and consultant for over a decade… sometimes they don’t. I would hope that everyone would believe they did, but organizations and employees don’t always align with the details necessary, especially when it comes to problem-solving.Take, for example, a need for process changes in an organization. The leader says, “We need to change process “xyz” to be more efficient and create more diversity.” Then the workers get to work. Seldomly, do we pause to ask that leader, “why?” or “what?” or “how?” Including, “How did you come up with this as the process that we need to change to impact our efficiency and diversity?” Then you have some organizations, where when someone does ask that question, they can be seen as a “know-it-all” or “making things harder than they have to be.” More often than not, the leaders of these changes may even say, “that is a great question” or “I don’t know.” Not stopping the change or actions for the change, but just saying “Keep going anyway.”So, when I think of this question of “How we can ensure team members pay attention to detail?” I am inclined to respond a way that may not be popular, but here it is… “We must start by training the leaders.”Leaders must understand that their actions and decisions have consequences. Without the leader of the team members understanding this, we find ourselves in a world where team members are doing the things asked of them without knowing why… for a leader who doesn’t know why.For clarity, this is not just the leader’s responsibility but also the responsibility of the organization and its culture. Look around, are you noticing changes and shifts happening in your organization without clear focus or reasoning…? Then you may want to consider my 3 tips tied to my 3 Pillars (Mentorship, Professional Development, and Culture):
1. Mentorship – Lead by Example:
Mentorship isn’t just about teaching skills; it’s about embodying the values and behaviors you want to see in your team. Leaders should set the standard for attention to detail by demonstrating it themselves.
2. Professional Development – Invest in Training:
Continuous learning is the key to sharpening attention to detail. Offer training programs and workshops that specifically focus on the importance of detail-oriented work. If you need help, I am here.
3. Culture – Promote Accountability:
Create a culture where team members feel comfortable asking questions and seeking clarification. Encourage open dialogue between leaders and employees to ensure that everyone understands the ‘why’ behind each task or change.By integrating these tips into your leadership style and organizational culture, you can pave the way for a team that not only recognizes the importance of attention to detail but embraces it as a fundamental part of their work. Remember, true excellence lies in the details.