Last week, I had a conversation with a client about how difficult it can be to get others to commit. He expressed a great deal of frustration because his team wasn’t taking ownership of projects and he felt like the team wasn’t motivated.
I suggested that what he saw as a motivation problem might actually be a commitment problem, and we realized he wasn’t really securing commitments from others.
We discussed the various ways unclear commitments could be undermining his team’s performance and he realized that without explicit commitments, his team was breaking down into a group of people that weren’t accountable and lacked follow-through.
This revelation was eye-opening for him, as it highlighted the critical and subtle role that clear, mutual agreements play in driving motivation and ownership.
We also identified three subtle shifts he could make to encourage clearer commitments from his team. I wanted to share these strategies with you, as they can have a profound impact on your leadership effectiveness.
1. Ask for an Explicit Rather Than Implicit Commitment
Leaders often assume that a vague agreement is a commitment. Nothing could be further from the truth. Instead, leaders should ask for explicit commitments by asking a very specific question: “Can you do [blank] by [Day or Date]?”
Examples in Action:
“Can you complete the financial report by next Wednesday?”
“Can you prepare the presentation for the client meeting by Friday?”
When someone responds with an affirmative “yes,” you have a clear commitment. It’s also beneficial to keep a written record of these commitments in a note to ensure accountability and follow-up.
2. Ask Clarifying Questions to Further Detail the Commitment
People often make vague commitments like “I will roll out a new strategy” or “I will update the processes”. These statements lack specificity, which can lead to misunderstandings and unmet expectations.
As leaders, we need to ensure that clear commitments are made by asking clarifying questions.
Examples of Clarifying Questions:
“What exactly will you roll out?”
“What specific processes will you update?”
By asking open-ended, clarifying questions, you encourage others to think more deeply about their commitments. This not only clarifies what needs to be done but also sets clear expectations for both parties.
3. Casually and Consistently Follow Up on Commitments
Many leaders are too formal and rigid in their approach to following up on commitments. Others don’t follow up at all. Instead, adopt a more casual and frequent follow-up style. This keeps the conversation ongoing and less intimidating.
Examples of Casual Follow-Up Questions:
“What is the status on [the commitment]?”
“Last week, you mentioned that you were going to complete [commitment] by Friday. Was it completed, and what was the result of the work?”
Casual follow-ups help maintain momentum and show that you are engaged and interested in the progress of the commitment without coming across as overbearing.
The Importance of Commitment
Commitment is a cornerstone of effective leadership and organizational success. By making these three subtle shifts—asking for explicit commitments, clarifying those commitments, and casually following up—you can transform how commitments are made and kept within your team.
These small changes can lead to significant improvements in teamwork, productivity, and overall organizational health.
Want more insights on improving leadership in your organization? Schedule a meeting to discuss how subtle shifts can help you become a highly effective leader.
