A company that doesn’t tolerate mediocrity won’t make or take excuses for subpar performance.
Rather than waiting for less-than-desirable results to roll in, they take the initiative to inspect what they expect. What do we mean by that, exactly?
If you’re an organization doing some self-reflection this quarter, ask yourself these questions to determine if you’re tolerating mediocrity in your business:
- Do you have short and long-term goals?
- Are they written down somewhere that you regularly check?
- Do you have a plan to achieve your goals?
- Are the plans to accomplish your goals also written down?
- Do you track your progress? If so, how?
- Is there anyone who holds you accountable?
- If you miss a goal, do you make excuses?
- Do you tend to blame things you can’t control (traffic, boss, other priorities)?
- Do you consistently show up on time for meetings?
- Do you fulfill all of your obligations?
At least from our standpoint, we believe that a promise made is a promise kept. Accountability matters. Being reliable matters. Even when it’s a tough choice to make, always doing the right thing matters.
Commit to doing better. A company that tolerates mediocrity allows this excuse-making, starting at the top.
Top-performing employees are typically highly competitive and driven to succeed, so it can be seriously frustrating when peers aren’t held to the same standards they have for themselves. The best professionals in a company are usually better at time management, prioritizing their tasks, and consistently striving to follow through on their commitments. They know how to make the most of their time and maximize their productivity and are always looking for ways to improve their skills and increase their numbers.
As a result, they may feel that their less successful peers aren’t doing everything they can to improve their performance. This environment is a challenging one for a top performer who properly sets expectations and keeps all of their commitments, so it’s your job as a business owner, manager, or leader to uplift the entire organization by providing them with ample training, resources, and dedication from the top down.
If you have a revolving front door or high turnover, you may tolerate mediocrity more than you’re acknowledging. If your team is comprised of C players and no A players (and you can’t seem to attract any externally), you may be accepting a lack of results and creating a company-wide culture in which mediocrity is the status quo.
Stop blaming things you can’t control
To be a successful CEO or leader, stop blaming things you can’t control for lack of performance and look inward instead. Whenever possible, take ownership of the things you can control, make commitments you can keep, then keep your obligations at any cost. Leading by example is the name of the game here — don’t accept anything less from anyone else on your team. But How?
- Find a mentor or peer who can help you keep priorities straightened out
- Host regular feedback sessions with your team to make sure everyone is on the same page
- Don’t forget to remember that your organization looks up to you as a role model and prominent figure, so lead with pride and poise
