Contribution vs Commitment: A Priority Hack for Leaders

Expectations have to be one of the biggest blockers when it comes to communication. I think most of us in leadership positions have been guilty at one stage or another; of the classic, “but they should have known what to do”, “they should know better”, “they need to show more initiative, work harder, be more switched on”, etc etc.

And whilst communication is the easiest way to counteract any unmet expectations – prior to that it’s imperative to have a clear understanding of whether it’s a contribution or a commitment that’s required, whether from someone else or yourself. This helps to close any gaps of disappointment or stop them from forming in the first place.

Some things in life require our commitment, whilst others only require a contribution. For a lot of employees, they are choosing to contribute at work. They don’t have the same level of emotional and mental buy in as say; the founder, CEO or other management positions- they have less skin in the game and therefore are not bound by the obligations that come with a commitment.

It wasn’t until I stumbled across this analogy that clearly states the difference between contribution and commitment, that it really clicked for me – in a professional sense and also in a personal sense.

And before you choose to disagree with me and state they are the same thing, let me share the analogy with you:

When you sit down to have your breakfast, and the plate is placed in front of you – the steam lifting the sweet smell of bacon towards your senses, the egg yolks glistening with anticipation – I want you to consider this: the chicken has made a contribution to your meal, the pig… well, that pig has made a commitment.

So when we pull this analogy into the world of business: The founder/CEO is making the greatest commitment. And as we slowly trickle down the hierarchy of the corporate structure we get less and less commitment and more and more contribution. You know the distinct types, right? Some people are married to their job, others are rocking up purely for the pay check. Neither is right or wrong, as long as the expectations and intentions meet from both sides.

So now that you have this knowledge, let’s look at ways to apply it throughout your life:

Audit your obligations:
Where in life are you acting as if a person, scenario, responsibility – requires a commitment, when in fact it is a contribution. This can show up through people pleasing tendencies, over committing at work, becoming too involved in scenarios or activities that take away from your overarching goal or vision. The reverse is also true – where are you contributing in areas that actually require a commitment? For most, this one comes back to health. where are you dabbling in prioritising your health when you know that for you to operate at your best it requires a conscious commitment?
Communicate and ensure you’re on the same page with others:
If you’re in management, or the person in charge in any capacity – be sure to give clear direction to your team in regards to what requires contribution and what requires commitment from them. By communicating this from the beginning, it will increase productivity; as less time is wasted in areas that are sitting in the wrong category. Continuously cross check and reinforce this to ensure everyone is moving towards the greater goal with clarity.
Continuously lead from the front
As a leader, it’s important that you share when you have fallen off track and what you have done to get back in alignment. This will increase psychological safety within your team and build more trust and respect. Remember, we’re all human – meet people in this and watch things naturally take shape in a healthier way that builds a positive workplace culture. If sharing failures makes you uncomfortable, check out our article on busting out of your comfort bubble [here].

Being able to determine whether employees are contributing or committing to a company’s values and mission will be a game changer for not only performance KPI’s, but also community and workplace culture.

What are the company values? Do staff showcase these in some capacity outside of work? Is this even checked?

Let’s do
great things