Whenever I look at a software development team, I first consider whether the team is functioning in a predictable way. I ask myself “does this team say what it will do, then follow through and do it?” There is almost never any point in recommending a change to a team if you don’t trust that the team is capable of implementing the change. It is like wiggling one end of a limp piece of spaghetti. There is no way your effort will get the other end to move.

As a technical leader, the same concept applies to you and your personal effectiveness. You probably spend time on how you can get better. You think about what goals you have for yourself. Have you evaluated whether you have the basic framework in place to be confident that you can implement a change? Have you developed the habits to follow-through?

I remember a time when I knew I needed to spend more time on hiring. Growth was the goal for my group, we needed to bring on 12-15 people each quarter. In order to make that happen, I knew I wasn’t spending enough time reviewing resumes, networking, screening candidates and interviewing. What I didn’t realize at the time was that I didn’t have the tools in place to effectively make that change. I couldn’t make more time in the day, and I was terribly ineffective at choosing what not to do. I simply tried to do more. And I failed.

I took some time and really evaluated where my time was going relative to my priorities. I did a fairly detailed analysis by logging my time by activity for two weeks. I made sure my calendar (where I planned to spend time) was consistent with my time tracking (where I actually spent time). I also began proactively evaluating my calendar and what meetings I planned to attend relative to my priorities.

I found that habits are difficult to create. It takes time and repetition for something to become second nature. It helps to have someone to hold you accountable, and remind you when you slip up. It realistically took me six months to really feel comfortable that my calendar really reflected my plan for how I would spend my time. Once it was reliable, I evaluated my calendar to reflect my priorities each quarter.

Consider your own foundation for effectiveness. Take stock of your ability to pivot and adjust your goals. Perhaps you too can focus on improving your framework in order to improve your ability to deliver results.