During Part 1 of this series, we mentioned that without clarity, there is confusion about goals, direction and how to accomplish what leaders want. Performance cannot be achieved without clarity. During Part 2 of this series, we discussed the need for vision and that a leader's vision needs to encompass more than just the destination but the overall experience of having attained and arrived at the chief aim in question. In this post, we explore a bit further, the third key to individual and team performance, FOCUS.
Websters (1) defines focus as:
"1 fo·cus noun \ˈfō-kəs\: a subject that is being discussed or studied : the subject on which people's attention is focused
: a main purpose or interest..."
A google search yields these relevant definitions:
Dictionary.com defines focus as "a central point, as of attraction, attention, or activity....verb: to concentrate: to focus one's thoughts. (3)
So, "focus" in the context of leadership or goal attainment, primarily means where one's attention is directed. When a leader's attention is consciously directed toward taking specific actions consistently for specific reasons consistent with clearly defined goals, the desired performance becomes possible, especially when this focused effort is sustained long enough to accomplish the desired result. So when leaders lack any of these 3 Keys to Performance Success (clarity, vision, or focus) they can neither advance toward the goal they desire, nor direct or inspire a team to so.
"1 fo·cus noun \ˈfō-kəs\: a subject that is being discussed or studied : the subject on which people's attention is focused
: a main purpose or interest..."
A google search yields these relevant definitions:
- the center of interest or activity an act of concentrating interest or activity on something. "our focus on the customer's requirements"
- the state or quality of having or producing clear visual definition.
"his face is rather out of focus" - pay particular attention to.(2)
Dictionary.com defines focus as "a central point, as of attraction, attention, or activity....verb: to concentrate: to focus one's thoughts. (3)
So, "focus" in the context of leadership or goal attainment, primarily means where one's attention is directed. When a leader's attention is consciously directed toward taking specific actions consistently for specific reasons consistent with clearly defined goals, the desired performance becomes possible, especially when this focused effort is sustained long enough to accomplish the desired result. So when leaders lack any of these 3 Keys to Performance Success (clarity, vision, or focus) they can neither advance toward the goal they desire, nor direct or inspire a team to so.
In my coaching practice, we also talk about another type of focus called "CORE FOCUS. We define CORE FOCUS as:
"the consistent directed attention toward and alignment of a person's or team's internal operating system (their preferences, values, strengths, and gifts ), with both the role they play (either on a team, in their work or in their life) and the activities which they conduct or are required to conduct in that role."
When CORE FOCUS is not lined up with roles or tasks, this disconnect can create significant difficulty with producing sustainable performance. In fact, research is showing us that when the work or effort required for a particular role is not congruent with a person's or team's CORE FOCUS, engagement drops significantly in very specific ways creating additional problems and challenges that can end up costing companies and leaders on a very large scale. In fact, we know that how well companies and their leaders communicate that they value and honor their employee's CORE FOCUS can significantly impact their bottom line.
CORE FOCUS COACH QUESTION OF THE WEEK:
On a scale of 1 - 10:
How effective is your own Focus on your vision?
How well does your company honor your employee's CORE FOCUS?
Stay tuned to learn more about WHAT CORE FOCUS IS AND WHY CORE FOCUS MATTERS!
(1) Retrieved from http://www.merriam-webster.com/dictionary/focus?show=0&t=1414613587 on October 29, 2014.
(2) Retrieved from Google Search "definition of focus" on October 29, 2014
(3) Retrieved from http://dictionary.reference.com/browse/focus on October 29, 2014.
"the consistent directed attention toward and alignment of a person's or team's internal operating system (their preferences, values, strengths, and gifts ), with both the role they play (either on a team, in their work or in their life) and the activities which they conduct or are required to conduct in that role."
When CORE FOCUS is not lined up with roles or tasks, this disconnect can create significant difficulty with producing sustainable performance. In fact, research is showing us that when the work or effort required for a particular role is not congruent with a person's or team's CORE FOCUS, engagement drops significantly in very specific ways creating additional problems and challenges that can end up costing companies and leaders on a very large scale. In fact, we know that how well companies and their leaders communicate that they value and honor their employee's CORE FOCUS can significantly impact their bottom line.
CORE FOCUS COACH QUESTION OF THE WEEK:
On a scale of 1 - 10:
How effective is your own Focus on your vision?
How well does your company honor your employee's CORE FOCUS?
Stay tuned to learn more about WHAT CORE FOCUS IS AND WHY CORE FOCUS MATTERS!
(1) Retrieved from http://www.merriam-webster.com/dictionary/focus?show=0&t=1414613587 on October 29, 2014.
(2) Retrieved from Google Search "definition of focus" on October 29, 2014
(3) Retrieved from http://dictionary.reference.com/browse/focus on October 29, 2014.
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