The book describes a method whereby managers can hold individuals and teams accountable and improve their performance. The Managerial Moment of Truth or MMOT includes four steps:
1. Acknowledge the truth
2. Analyze how it got to be that way
3. Create an action plan
4. Establish a feedback system
The four steps are sequential.
The author provides examples of each step in the context of a dialogue between a manager and a subordinate. Recommendations for the manager to lead the discussion based on various employee responses are also included.
The basis of MMOT is to remediate poor performance. However, the process has a powerful application in leading the superstar employees to understand the process used to obtain success. This ensures continued success for the high performing employee and often reveals a model that can be replicated throughout the organization.
The book includes examples of how to apply MMOT to an array of employee types and explains how the process can work in a team setting. The author notes that the MMOT structure is a guideline and should be adapted to suit the personality and judgment of the manager.
Comparison To Other Authors
Fritz, The Path of Least Resistance asserts that structural tension begins by comparing the desired state to current reality. This is similar to MMOT in that each goal is compared to reality and an action plan is subsequently developed.
The steps necessary to create change, according to Kotter Our Iceburg Is Melting), align with the four steps of MMOT.
Set the Stage (MMOT Step 1: Acknowledge The Truth)
1. Create a Sense of Urgency - Help other see the need for change and the importance of acting immediately.
2. Pull Together the Guiding Team – Establish a powerful team to guide the
group with leadership skills, credibility, communications ability, authority, analytical skills, and a sense of urgency.
Decide What to Do (MMOT Step 2: Analyze How It Got To Be That Way)
3. Develop the Change Vision and Strategy – Clarify how the future will be different from the past and how you can make that future a reality.
Make it Happen (MMOT Step 3: Create An Action Plan)
4. Communicate for Understanding and Buy In – Be sure many others understand and accept the vision and the strategy.
5. Empower Others to Act – Remove barriers so those who want to make the vision a reality can do so.
6. Produce Short-Term Wins – Create some visible, unambiguous successes as soon as possible.
7. Don’t’ Let Up – Press harder and faster after the first successes. Be relentless with initiating change until the vision is reality.
Make it Stick (MMOT Step 4: Establish A Feedback System)
8. Create a New Culture – Hold on to the new ways of behaving, and make sure they succeed, until they become strong enough to replace old traditions.
MMOT is easy to read and remember. The book includes many practical examples.
Employees/teams could view MMOT it as scripted at first until it becomes part of the culture. MMOT is only one dimension of leadership and excludes vision, buy in, systems thinking, and culture.