People or Outcome?

Welcome to Peak Performance Post with actionable tips and advice to help you and your team perform at the top of your game.

In this video, I will be talking about balancing concern for outcomes and concern for people.
You can check out the video or read the transcript below.

Transcript: People or Outcome?

As a leader in your organization, are you able to balance concern for outcomes and concern for people? Because both are important.

An example of concern for people and not for outcomes would be, say, a finger painting session at a preschool. The teacher, the organizer, just wants to make sure the children enjoy it and she’s not really interested or he’s not really interested in what the outcome is, as long as the person has a really good time.

The other end of the scale about concern for outcomes and not for people would be, say, SAS training, where they really try and break the people to get to the outcome. They want people to be strong and resilient and they just run them into the ground. Of course, later on, they combine the two.

So for you and your organization, how do you balance that? How do you as a leader balance concern for outcomes and concern for people? And funny enough, a lot of research shows that with really good concern for people, you get really good outcomes.

If you want to find out more about how you can successfully balance concern for outcomes and concern for people in your organization, visit simonmadden.com.au.