Author Adam Lashinsky frequently speaks about the organizational best practices Apple uses to optimize employee performance.
One of the simplest practices is assigning a directly responsible individual (DRI) to something important that needs to be done.
The desired result and an associated deadline are documented where everyone in the organization or team can see it.
Next to the result is a person’s name—the DRI.
It’s the organization’s responsibility to support the DRI by providing the resources needed to get the desired result.
Simple, right? Yes, that’s the point.
But many real estate managers are reluctant to be this direct with those in their offices.
Why? They’re fearful to ask for what they really want.
It’s easier to be nebulous and indefinite about the desired outcomes—no one gets offended and you don’t get blamed for coming up with less-than-perfect ideas.
High performing leaders don’t take the easy way, they muster the courage to define and publicize the desired results.
They also create productive and supportive cultures so their DRIs (agents) are equipped to win.
