How To Drive Your People Crazy

The Amplified Impact Podcast
January 2nd, 2023

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Communication is key. I’m sure everyone has heard that before.

It’s important for business owners and leaders to clearly communicate expectations and hold their employees accountable to those expectations.

Building off of the previous episode, Anthony talks about how in this recent season of Formula One racing, rules were arbitrarily enforced. He relates this story to managing team members and emphasizes the need to repeat expectations and hold people accountable to them in order to promote and develop a sense of responsibility and accountability.

While advising against holding people accountable to expectations that were not clearly communicated, as this can create confusion and resentment.

Effective communication and accountability are vital in building a cohesive and productive team.

 

TWEETABLE QUOTE:

“The biggest disservice that you can do is to not hold them accountable, because then they’re in this gray zone of never really knowing what’s important.” – Anthony Vicino

 

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Episode Transcript:

04_How To Drive Your People Crazy (P2)

Anthony: [00:00:00] And welcome back to Amplified Impact, where we talk about how to build better businesses, invest in real estate, and to hyper focus on what matters so that we can maximize our return on life. Now, yesterday, we talked about how you can do everything right and still lose. So if you haven’t had a chance to go listen to that episode, you’re going to want to do it because today’s episode is a piggyback off of that.

Anthony: We’re going to keep building. Yesterday, I, I shared a story about Formula One, the championship race between Louis Hamilton and Max Verstappen. And one of the things that I didn’t really talk about in that episode was the fact that what really screwed Louis Hamilton over who, if you remember, was winning the race by 12 seconds in and had been dominating the race for 57 and a half laps and then loses in the last half lap.

Anthony: And, and what happened really was there, there was. An act of God change of rules by the race director in the 11th hour where it was [00:01:00] effectively like if this was a soccer match, it’d be like one team winning four oh. And then in the 90th minute the ref is like, okay, next goal wins. And it’s like, wait, what?

Anthony: so. The, the topic of today’s conversation is an important one for your relationships, for if you have employees, if you’re a business owner and you’re like, how do I get people, you know, held accountable and moving towards right goals and targets? It’s this idea that’s been reinforced in my mind. What’s been so hard to accept about that, that race, I think for so many people is the fact that the rules were just arbitrarily enforced and not just arbitrarily enforced, but just made up on the.

Anthony: Now here’s the problem I think a lot of us make when it comes to, delegating to working with staff, to working with partners, to working with people in life in general, is that sometimes we do not clearly articulate our expectations and hold people accountable [00:02:00] to those expectations. So let’s say I’ve, I’ve articulated my expectation is,

Anthony: Okay. Has it been clearly articulated or have I been vague? A lot of times the big mistake with communication is thinking that it’s actually occurred, so we think we’ve been clear. The other person’s like, I didn’t understand any of that. And one of the, one of the things, one of the lessons I’ve had to learn over and over and over in my journey through life is that, It is not enough just to ex explain once and then hope that’s enough.

Anthony: Like specifically when it comes to delegating and to training, like you have to repeat yourself like 30, 40, 50 times before the message really starts to sink in. So that’s number one is when you’re setting expectations, has it been clearly communicated? Number two, and this is a big mistake I make and.

Anthony: I’m sure I’m not alone on this one, is you maybe did set the expectations clearly, but you did not hold that person accountable to those expectations. And if you don’t do that, if you don’t hold them accountable to the expectation that you set, then you’re effectively saying [00:03:00] these expectations don’t matter.

Anthony: You can do with them what you will, because I’m not going to actually enforce those rules. That doesn’t mean that you need to be a tyrant and be like enforcing them constantly. Every single instant of every single. But if you’re not holding people accountable, then don’t be surprised if they’re not going to get the work done up to the standard or the expectation that you set for yourself.

Anthony: Now, one of the worst mistakes that we can make is to hold people accountable to expectations that we a, did not clearly articulate or did not articulate at all. And the message from today is this idea that nobody, Nobody likes getting a speeding ticket when the speeding limit was not posted. Have you ever been on a road where you, you’re like, I have no idea what the speed limit is here.

Anthony: And you’re watching and you’re looking and you’re paying attention for the next like 10 miles and you’re like, I have no clue what the speed limit is here. And so you’re using your best guess. You’re like, maybe it’s 30, maybe it’s [00:04:00] 55. I don’t know. If you were to get pulled over in that situation, you made your best guess and you’re like, I think it’s 30.

Anthony: And they come back and like, turns out it’s 15. Like you would be pretty pissed. You’d like, where’s the speed limit posted? I didn’t find it. I couldn’t see it. You’d be upset. And it’s the same thing that we do with employees and so vendors to like our relationships is that we sometimes arbitrarily enforce rules that they couldn’t possibly have known about, or we just make up the rule as we go because.

Anthony: Nobody else knows what the rule is. And that’s really what happened in this Formula One race was just an arbitrarily decided rule. And at the end of the day, that is a really quick, easy way to burn out people on whatever it is that you’re trying to get them motivated to do. So if this is an employee that you’re training or coaching or trying to like build into a rockstar, if you’re enforcing rules arbitrarily.

Anthony: Or rules that haven’t even been articulated, that is a guaranteed way to make somebody go crazy. Like one of the best , I, I heard this [00:05:00] recently, I thought this was pretty good, is the idea that if you want to make somebody crazy, keep changing the rules on them without telling them play a game. Where you don’t explain the rules and then you keep arbitrarily changing those rules as you play, and I guarantee you will make the other person lose their mind.

Anthony: And I was like, yeah, that would do it for me. So make sure, let’s as leaders, as high achievers, as entrepreneurs, as investors, Let’s make sure we’re not doing that. Let’s make sure from the very beginning, the rules of the game that we are going to, like, how are we going to play this game? What are, these rules are clearly articulated so everybody is on the same page.

Anthony: Make sure that everybody understands and then that they’re bought into those, those expectations. Once you have that, You have to hold them accountable. The biggest disservice that you can do is to not hold them accountable, because then they’re in this gray zone of never really knowing what’s important and [00:06:00] what isn’t important.

Anthony: So holding accountable and then just making very clear that you’re never arbitrarily enforcing rules that in the pasture behavior has let slide for whatever reason, without first owning the fact. I’ve done you a disservice by not holding you accountable to this in the past. And that’s given you the mixed message that sent you the signal that this is not important and that is not true.

Anthony: It is important. And so I’m holding you accountable now and that’s what this is going to look like moving forward. That’s how you have that conversation, not just saying, Hey, you know, last time you did this, I let it go, but now I need to slap you down. And the other person’s like, well, you never told me. It was like a big deal.

Anthony: Like you what? . Okay. A little bit of a rant because I’m a little bit emotionally tied into the results still of this Formula One race. So I’m a little bit bitter and I’m a little bit jaded because that’s what being a fan like a fan is a fanatic, right? And so that’s what you get for, for loving things, uh,

Anthony: It’s only the things that you love that can really, truly hurt you. So that’s going to do it for me guys. If you don’t know, I’m Anthony Vicino. I’m a bestselling author, a serial [00:07:00] entrepreneur and a founding partner of Invictus Capital, which is a real estate acquisition firm with over 30 million of assets under management.

Anthony: I hope you got a little bit of value out of this podcast. If you did, then please, please, please share it with a friend. The reason I make this podcast is because I wish there had been a resource like this when I was first starting my entrepreneurial journey so that I could have avoided a ton of mistakes in heartache.

Anthony: If you think you know somebody that could benefit from this, then do them a favor, send it there. And I will appreciate you to the moon and back. That’s going to do it for me guys. I’ll see you tomorrow.

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