EMBRACE #5 - Snackability and productivity: the 10-75 rule

You need to give everyone personalized advice, via their mobile, in a matter of minutes after answering their questionnaires. The longer employees have to wait for that customized advice, the longer they will continue with the non-priorities, not start with the priorities and reinvent the wheel while nearby colleagues could have assisted right away. That’s why that personalized advice needs to be provided in real-time.  Reverting to our traction control example, if the wheels have to wait a long time for feedback, your car might already have slid off the road.’

          ‘What do you reckon should be part of that advice?’ he asked.

‘For me, first of all, it’s WHY someone has to transform. Show where someone is and, in comparison, where they need to be. Do that in numbers (for comparison) and in words (for context).

Next, WHAT does an employee need to do. What is on their ‘priority list.’ You can offer a dosage of transformation work that is everything but overwhelming using maturity levels.

Remember, once an employee has worked through the to-dos of one level, the items belonging to the next maturity level appear.

Then, very importantly, you need to explain HOW to do the ‘what.’ Offer best practices. Provide do’s and don’t’s. Examples of other teams. Discussion formats. And so on.

Everyone does something else right. And, thus, everyone does also something else wrong. So, you need to inform WHO (which colleague) can help the employee with a question. Who you can ask for help but also whom you could help yourself—knowledge exchange rather than just knowledge sharing.