In order to create a culture of sharing truth we must measure small and measure often. A Moment Of Truth takes place when:
- Performance is not aligning with expectations (Freedom V)
- An individual does not have a clear understanding of their HERE
- An individual does not have clarity of the THERE
3 WAYS TO SHARE TRUTH
Me-to-Me: Discover, learn, and contemplate within oneself and through one’s own experience. The ability/practice of recognizing when you are in the Victim Circle and owning the 3 Things You Control is an exercise in Me-to-Me Moment of Truth.
Others-to-Me: People help us with “blind spots” and expand our capacity for truth by sharing their experience and perspective.
Me-to-Others: I lead/influence the people around me by communicating truth with grace.
THE MOMENT OF TRUTH IS A 4 STEP PROCESS:
1. Acknowledge Reality:
Start with yes or no, true or false questions. The why is important, but not without first establishing the facts. Individuals will try to get into the story right away, we must value truth enough to push for establishing the facts first and foremost.
Example: Is the expectation you begin your work day at 9:00 am? Did you come in by 9:00 today?
2. Get The Story:
There can be many reasons why an individual’s performance does not meet expectations. We need to figure out the real cause so that we can address the root issue. Sometimes it can be a lack of clarity regarding expectations, as a leader this is an opportunity to clarify and reestablish expectations, and brings an end to the MOT. Ask questions like “tell me more about…” “how?” or “what?”.
Example: Why didn’t you make it in by 9:00 today? What is your morning routine? What other responsibilities do you have before work? How long does it take for you to get here?
3. Create A Plan:
Don’t assume a conversation is enough. Come up with an action plan to help the individual achieve expected results. Create SMART Goals that will help them learn how to create healthy boundaries for themselves, structure demands behavior. Good SMART Goals create clear expectations and consequences. Invite them into the process, deciding on proper boundaries/consequences together (Freedom V). Be clear, putting the plan in writing will help you in Step 4.
4. Give Feedback:
A feedback loop creates accountability. We want to be intentional about following up with individuals, making sure the action plan is effective and driving the desired behavior. If the action plan is not driving desired behavior another MOT is necessary.
The Four Squares help us and others understand the reasons behind our choices
There are 4 reasons why people do, or do not do something. They fall into 2 categories:
Ability: Does the person have the knowledge/resources to achieve the expectation?
Motivation: Does the person have the desire to accomplish the task?
1. Can and Will: This is where we want to be. “I have the knowledge and the desire” – this is only true if the result is accomplished.
2. Can’t but Wants to: Lack of ability. Plan should include training, equipping.
3. Can but Won’t: Lack of motivation. Plan should include clarifying connection between the task and the THERE, including values of participants. If they do not believe in the vision enough to commit to the tasks required to get there, they might be in the wrong organization.
4. Can’t and Won’t: Lack of both motivation and ability. Plan should include the above two adjustments side-by-side.