Execution and Commitment - Two sides of the same coin

The success of anything is measured how effectively it has been executed. Even though the idea is the currency of today, but that idea becomes a success only when one is committed to it and execute it seamlessly. Commitment to any goal is essential if you want to get the job done, in the absence of commitment achieving the goal will become a difficult task and even if you somehow accomplish the goal the quality of the output will not be the desired one. This is because of the lack of commitment towards achieving the goal which keeps the employees demotivated in taking the required actions.

Commitment and Execution go hand in hand, without commitment there is no execution and vice versa, but one has to ensure not to make a commitment which at the end would be difficult to achieve. Commitments are personal responsibilities, and here you are the one who is doing the things rather than being dependant on others to do it. Commitments being personal responsibility people will take extra care as the onus is on them to make it happen, i.e. they are held accountable. Accountability leads to efficiency as you are fully committed to the goals to be achieved. The execution discipline starts and ends with keeping your commitments, and commitments are kept by the employees when they are given a chance to be the part of the execution process wherein they are given an opportunity to put forth their views and provide inputs about the projects.

Most of us make conditional commitments, i.e. I will call ten new clients by Friday at 5.00 pm unless something urgent comes up. However, the fact of the matter is that something urgent will always come up; it’s in the nature of the ever-present whirlwind. If you let the whirlwind overwhelm your commitments, you’ll never invest the energy needed to progress.

The key is to make one or two high impact commitments as it is advisable to do a few things with excellence, not many things with mediocrity. Having too many things in your platter will lead to poor quality output leading to poor execution. Hence, ideally, it is better to make one or two commitments. Also, you have to ensure that the commitment you are making is specific, i.e. instead of “I will reach out to new clients this week” you should commit “I will complete face-to-face meetings with two companies that have just opened new offices.” This is because, the more specific the commitment, the higher the accountability for it.

Everyone wants to win. Everyone wants to contribute to goals that matter. A committed employee is an asset to the organization, the very fact that they are involved in the execution of the project/task, i.e. their opinion is sought out that itself is a substantial motivating factor for them to stay committed and work towards its successful execution.