What is the missing link between team members saying that they will do something, and actually getting it done?

Most managers have been through this scenario: they meet with their team members and conceive a plan of action. After much debate and many conversations, the team agrees on a way forward. The plan is divided amongst the team members and they are off to the races to get the plan implemented. Then, almost like clockwork, certain team members do not accomplish what they agreed to do, and it begins to slow down the rest of the team. At first the reasons for not accomplishing the work is reasonable and understandable. Of course no manager wants to be a dictator and gives these team members the benefit of the doubt, and a second chance. But then, once again, the team members fall short of accomplishing their goals. 

​If above mentioned description sounds familiar, do not despair. Unfortunately it is more common that one would imagine. So what can be done to remedy these kinds of situations? The following are steps and a framework that managers can use to help them keep their team members on task.

1. It is important that once everyone leaves the meeting, after the debate and the discussions, that everyone agrees to the plan.
2. As the work is being divided it is imperative that managers ensure that each team member has the knowledge and skill set to accomplish what is asked of them.
3. Is it smart to pair team members into mini groups so that when one team member is stuck others, within the mini group, are there to help out.
4. Regular check-ins make a major difference, because it ensures that when work is slowing down and team members are getting stuck, it is being caught and dealt with early on.
5. An open door policy that team members can, at any point, come in to see managers goes without saying. But what is even more important, is that when the team members come for advice and guidance, the managers do not dictate but rather gently guide team members.
6. Managers should guide rather than offer team members the solutions. Managers should always present their suggestions in the form of a question e.g. what do you see as the way forward? What opportunity do you see here?
7. Celebrating small accomplishments is so important, because it reminds team members why they are working hard every day on the plan.
8. Managers should ensure that team members really feel that the plan and solutions are the team members plan and solutions and not the managers.
9. Managers should be very flexible, and encourage team members to change direction and pivot when things are not working out.
10. Managers should be the support system for the team members and the entire team.
    

The goal of the manager should be to ensure that team members never come to a meeting with an excuse or reason as to why they did not accomplish what was agreed upon, by using these steps that can be avoided.