PDF Summary:Who Will Do What by When, by Tom Hanson and Birgit Zacher Hanson

We often view the world through lenses colored by our personal perspectives and preexisting beliefs. In Who Will Do What by When, authors Tom Hanson and Birgit Zacher Hanson assert that our narrow viewpoints may limit our potential for success and hinder team performance. They offer strategies to identify our biased perceptions and embrace new outlooks that can unlock untapped individual and collective abilities.

Hanson and Zacher Hanson also emphasize the pivotal role of integrity—keeping commitments and relentlessly striving toward the truth. Their "Accountability Instruments" methodology provides frameworks for clear communication and fostering trustworthiness within teams. By embracing honesty and adjusting our mindsets, we can create environments primed for growth and peak performance.

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Upholding your promises is crucial for achieving success both professionally and personally.

The authors assert that the value of truthfulness is relevant across every aspect of life. They argue that maintaining one's promises is essential for achieving success in the realms of commerce, interpersonal connections, and individual endeavors. Conversely, acting without adherence to moral and ethical principles creates obstacles, diminishes confidence, and constrains potential opportunities. Maintaining a steadfast adherence to one's commitments lays the groundwork for achievement, as it cultivates transparent dialogue, robust partnerships, and an enhanced feeling of individual autonomy.

Other Perspectives

• While integrity often equates to trustworthiness, trust can also be built on other factors such as competence, consistency, and empathy, which are not solely dependent on integrity.
• Performance can be influenced by a variety of factors beyond trust, such as skill level, resources available, and external conditions; trust is important but not the only determinant.
• Relationships may be strained for reasons other than a lack of integrity, such as incompatible goals, poor communication, or external stressors.
• Compromising one's values does not always lead to negative career impacts; in some cases, individuals may face ethical dilemmas where compromising might be seen as necessary for a greater good or strategic benefit.
• Upholding ethical principles is important, but peak performance can sometimes be achieved even when ethical standards are compromised, as evidenced by success stories where ethical breaches went unnoticed or were ignored.
• Success can be achieved through various means, and while upholding promises is important, flexibility and adaptability can also be crucial in dynamic professional and personal environments.

The specific methods, known as "Integrity Instruments," are designed to foster an environment where accountability and dependability are paramount.

This section introduces the distinctive techniques created by Hanson to cultivate responsibility and assurance, known as "Accountability Instruments." The instruments provided lay the groundwork for unambiguous dialogue and a methodical strategy for fulfilling obligations.

Apply the tenets of honesty to enhance the precision of your communications.

The methods described enhance the transparency of communication among team members. By highlighting clear appeals and solid pledges, we diminish ambiguity and bolster accountability.

Assign specific tasks to your team members, making sure that the obligations of each individual and the timeframes for their fulfillment are clearly established.

The authors propose a specific format for soliciting actions, advising to phrase it as, "Please confirm that task X will be completed by the Y deadline." The text emphasizes the importance of specifying the task, pinpointing the person responsible, and setting a clear deadline for its completion. Incorporating these three components into each request clarifies expectations and fosters shared understanding. Additionally, by clarifying the underlying reasons behind the request, individuals can better understand its importance and improve their input.

Ensure that every participant shares a precise and common comprehension of the exact obligations.

Obligations, similar to Requests, should specify the responsible individual, detail the precise task they are expected to perform, and establish the deadline for its completion. This guarantees a clear understanding and minimizes the potential for confusion. Hanson and Zacher Hanson emphasize the importance of avoiding non-committal phrases such as "I'll attempt" or "I'll evaluate my abilities." Motivate team members to firmly affirm with a "yes" or decisively decline with a "no," suggest a different approach, or commit to determining a specific time by which they can provide a final answer.

Employ tactics that staunchly safeguard the core values of integrity and ethical behavior.

Hanson and his co-author emphasize the significance of executing the actions that follow a pledge. This method involves acknowledging fulfilled obligations and implementing measures to address or alter any that are still outstanding.

Show gratitude when promises are honored.

The authors highlight the significance of Acknowledgment in reinforcing positive behaviors and fostering trust. Expressing sincere thanks can greatly motivate and recognize someone's steadfast adherence to a promise. Acknowledgment not only boosts the recipient's sense of value but also emphasizes the significance of upholding honesty as a core aspect of team interaction.

Initiate a renegotiation or undertake a thorough resolution when addressing possible commitment violations.

Tom Hanson and Birgit Zacher Hanson acknowledge that unexpected occurrences in life can lead to adjustments in our commitments. They recommend proactively adjusting commitments before it becomes evident that fulfilling the initial agreements might be unfeasible. This involves apologizing, assessing potential damages, and arriving at a mutually agreeable solution. It is crucial to deal with the repercussions of commitments that have not been met. This procedure involves recognizing the mistake, expressing regret, contemplating the repercussions of not maintaining the promise, and reaffirming the intention to honor it.

Employ the resources with respect and sincere intentions.

The effectiveness of the Integrity Tools is not solely dependent on how they are applied technically, but also on the mindset maintained while utilizing them. Respect, authenticity, along with genuine concern, are essential for successful implementation.

Your method of engagement, which includes both your mindset and your communication style, is equally critical as the basic principles themselves.

The authors, Tom Hanson, Ph.D., and Birgit Zacher Hanson, suggest that although the Integrity Tools offer a systematic approach to communication, they should be utilized with adaptability and awareness. The intention and attitude with which you employ these tools significantly impact their effectiveness. By initiating conversations with sincere purpose and cultivating an environment of mutual trust and understanding, you ease the process for others to embrace the established methodology.

Other Perspectives

• While Integrity Instruments aim to foster accountability, they may not account for cultural differences in communication and understanding of accountability, which could lead to misinterpretation or resistance in diverse teams.
• Honesty in communication is important, but there may be situations where complete transparency could harm individual privacy or strategic interests of an organization.
• Assigning specific tasks with clear responsibilities and deadlines can improve clarity, but it may also reduce flexibility and creativity, as team members might focus solely on their defined tasks rather than looking at the bigger picture.
• A common understanding of obligations is crucial, but it can be challenging to achieve in practice due to differing perspectives and interpretations of what those obligations entail.
• While safeguarding integrity and ethical behavior is vital, there may be instances where ethical dilemmas arise that are not easily resolved through predefined instruments or tools.
• Showing gratitude for honored promises is positive, but overemphasis on acknowledgment could potentially lead to a culture of expectation for recognition, which might diminish intrinsic motivation.
• Initiating renegotiation for commitment violations assumes that all parties are willing and able to renegotiate, which may not always be the case, especially in situations with power imbalances or external constraints.
• Employing resources with respect and sincere intentions is ideal, but there may be systemic issues within an organization that hinder the genuine application of these principles, such as high-pressure environments or conflicting incentives.
• The emphasis on the method of engagement and communication style is important, but it may not fully address the need for structural changes that support the integrity framework, such as adequate training or resources to implement the tools effectively.

Employing strategies that uphold a steadfast dedication to ethical conduct, thereby nurturing a setting that is favorable for peak performance.

The book concludes with strategies designed to cultivate a setting conducive to high performance through the adept management of resources that enhance integrity. It centers around leading by example, effectively empowering teams, and persevering through the challenges inherent in adopting new behaviors.

Lead through your actions by consistently holding yourself accountable and upholding integrity.

Hanson and his co-author maintain that leadership fundamentally stems from self-accountability. Leaders should exemplify the principles they wish to impart, thus fostering an environment characterized by moral behavior and exceptional performance.

The level of integrity you maintain establishes the standard that your team will strive to meet.

This underscores the significance of aligning actions with words. Demonstrating unwavering commitment to integrity is essential when guiding a team that holds this value in high regard. Your coworkers are likely to adopt ethical principles and behaviors when they observe you consistently demonstrating their importance through your deeds. Your team is certain to mirror your behavior when you lead by example.

Use the tools to build trust and empower your team

The authors suggest incorporating these values rooted in honesty in everyday interactions with your team, allowing them to directly witness the benefits. This approach cultivates a setting that greatly boosts confidence, nurtures accountability, and stimulates empowerment.

Building solid relationships within your group enables you to inspire them more effectively.

Hanson and his co-author suggest that impactful leadership is rooted in genuine care and the cultivation of significant connections. Understanding the unique skills, potential growth areas, and particular needs of your team members builds trust and enhances their performance. By nurturing active participation, you can inspire individuals to achieve a greater degree of success. When team members feel respected and valued, they are more open to feedback, more willing to push their boundaries, and more committed to achieving shared goals.

Persist through the discomfort of changing old habits

Hanson and his co-author acknowledge that changing established patterns requires dedication and significant effort. They underscore the necessity for persistence, highlighting that the journey to lasting change is gradual and demands steady dedication.

Adopting this approach requires bravery and leads to enduring advantages.

Ensuring we remain responsible for our promises can often be a challenging task. The authors highlight that altering your approach to interactions, especially within professional environments, might initially cause discomfort. Always remember that the lasting benefits of acting with integrity outweigh any short-term discomfort.

Other Perspectives

• Upholding ethical conduct is important, but peak performance may also require a focus on competitive strategies, innovation, and adaptability, which are not solely dependent on ethical conduct.
• Leading by example is a strong approach, but it may not be sufficient in isolation; leaders also need to be able to articulate a clear vision and strategy for their teams.
• While self-accountability is crucial, leadership also involves holding others accountable and sometimes making tough decisions that may not be popular.
• Setting a standard of integrity is important, but leaders must also be flexible and pragmatic to navigate complex and sometimes ambiguous situations.
• Building trust is essential, but overemphasis on empowerment without clear guidance and expectations can lead to confusion and lack of direction.
• Genuine care and relationship building are key, but without setting performance standards and holding team members accountable, this can lead to a lack of focus on results.
• Persistence in changing old habits is necessary, but leaders must also be open to feedback and willing to adjust their approach if it is not working.
• Bravery in changing habits is commendable, but leaders must also ensure that the changes align with organizational goals and do not disrupt productivity.