Who Before How: The Key to Trust and Success

Why do we start with WHO before HOW? In today’s fast-paced world, organizations and individuals are constantly seeking new ways to optimize their performance and drive results. We live in an era that prioritizes action, efficiency, and measurable results. The prevailing mindset in many industries is to focus on how things get done, often at the expense of addressing the more fundamental question: Who is doing it?

The principle of “Who Before How” challenges this conventional approach by shifting the focus to the people behind the work, ensuring that the right individuals are in place before deciding how the tasks should be executed. This shift in perspective has profound implications for personal growth, team dynamics, leadership, and organizational success. By prioritizing the Who, leaders and individuals can build stronger, more resilient teams, create a more effective work environment, and ultimately achieve their goals with greater efficiency and impact.

The Essence of “Who Before How”

At its core, the Who Before How principle is a simple yet powerful concept. It emphasizes that before diving into the How—the strategies, processes, and methodologies that will guide the work—it is essential to first address the Who: the individuals or teams responsible for executing it. By identifying the right people for the job, you ensure that your strategies, processes, and actions are aligned with the values, strengths, and capabilities of the team.

This idea is grounded in the belief that no matter how effective a strategy is on paper, its success ultimately depends on the people who will implement it. Without the right individuals in place, even the best-laid plans can fall short. In contrast, when the right people are chosen for the right roles, the How becomes much easier to define and execute.

The Problem with Prioritizing “How”

Many organizations, particularly in the modern corporate world, prioritize efficiency and process above all else. This often leads to a focus on the How: how tasks are completed, how processes are optimized, and how results are achieved. While these are certainly important considerations, the problem arises when the Who is overlooked in favor of the How.

When leaders or organizations start by focusing on the How, they are essentially putting the cart before the horse. In such a scenario, individuals may be tasked with roles that don’t align with their strengths or values, leading to frustration, disengagement, and burnout. Even the most sophisticated strategies can become ineffective if the people executing them aren’t the right fit for the task at hand.

For example, consider a company that wants to streamline its operations by implementing new technology. Without first ensuring that the right team is in place—people who understand the technology, are committed to its success, and are aligned with the company’s overall vision—the project is likely to fail, regardless of how well-planned the technology implementation itself may be.

Why “Who” Matters More Than “How”

There are several reasons why focusing on Who first is crucial to achieving lasting success:

1. People Drive Innovation
   Innovation is the key to success in any organization or project. While strategies and systems are important, it is people who bring fresh ideas, creative solutions, and unique perspectives. By prioritizing the right people, you foster an environment where innovation can thrive. The right team members will constantly seek ways to improve processes, adapt to challenges, and find new solutions.

2. Alignment with Vision and Values
   When you focus on Who, you ensure that the individuals or teams you bring on board are aligned with the vision and core values of the organization. This alignment is critical to long-term success because it creates a sense of shared purpose. When people understand and resonate with the overarching mission, they are more likely to be engaged, motivated, and committed to the work.

3. Better Decision-Making
   The right people bring expertise, experience, and wisdom to the table. By prioritizing Who, leaders can ensure that decisions are made by individuals who understand the complexities of the situation and can think critically about the best course of action. When the team is strong, decision-making becomes more thoughtful, deliberate, and effective.

4. Fostering a Collaborative Culture
   By putting the right people in the right roles, you foster collaboration and teamwork. People who work well together, share common goals, and understand one another’s strengths are more likely to collaborate effectively. This collaborative spirit leads to better problem-solving, greater creativity, and higher productivity. This engenders trust and activates Relationship Riches, the real currency, and a worthy investment.

5. Sustainability and Long-Term Growth
   Building a team of individuals who are not only skilled but also passionate about the organization’s mission sets the foundation for long-term success. When you have the right people, they will stay committed, help the organization grow, and adapt as challenges arise. By contrast, focusing solely on the How may lead to quick fixes or short-term results, but it often neglects the more sustainable, long-term aspects of success.

Shifting the Focus: How to Apply “Who Before How” in Your Organization

Shifting from a How-first to a Who-first mindset requires a fundamental change in how we approach decision-making, leadership, and organizational development. Here are some strategies for effectively implementing this principle:

1. Recruit for Fit, Not Just Skills
   When hiring or assembling a team, look beyond technical skills or qualifications. While these are certainly important, they shouldn’t be the only criteria. Focus on finding individuals who align with the organization’s vision and values, and who bring the right mindset, attitude, and passion to the role. A person with the right attitude and cultural fit is more likely to thrive in the long run than someone who merely meets the technical requirements but isn’t aligned with the mission.

2. Empower the Right People
   Once you’ve identified the right people, empower them to take ownership of their roles. Give them the autonomy to make decisions, solve problems, and lead initiatives. When people feel trusted and empowered, they perform at their best and are more committed to the organization’s success.

3. Foster a Culture of Collaboration
   Create an environment where people work together to achieve common goals. Encourage open communication, mutual respect, and the sharing of ideas. Collaboration helps to harness the collective intelligence of the team and ensures that the How is shaped by the strengths and perspectives of the individuals involved.

4. Lead with Vision and Purpose
   Leaders must consistently communicate the organization’s vision and purpose. By doing so, they help people understand not just what they are doing, but why it matters. When people are clear about the overarching vision, they can align their efforts and make decisions that support the organization’s long-term goals.

5. Invest in Continuous Development
   Prioritize the ongoing growth and development of your team. This includes not only professional development but also personal growth. People who are growing and evolving will bring new ideas, skills, and energy to their roles, which ultimately leads to better outcomes for the organization.

   

The Old Way: Jumping Straight to HOW

In the traditional approach, people often skip defining the WHAT (vision), understanding the WHY (purpose), and identifying the WHO (people). Instead, they dive straight into the HOW (plan). Here’s how it typically plays out:

Example: Launching a New Product

1. Jumping to HOW:
   • “We need to launch a new product. Let’s start by designing it, setting a budget, and creating a marketing plan.”
   • The focus is immediately on tactics and execution without clarity on the bigger picture.
2. The Problem:
   • Without a clear WHAT, the product might lack direction or fail to meet a real need.
   • Without a strong WHY, the team might lack motivation or alignment.
   • Without the right WHO, the execution might be disjointed or ineffective.
3. The Outcome:
   • The product might launch, but it could miss the mark, fail to resonate with the audience, or lack long-term impact.
   • The team might feel disconnected or demotivated because they don’t understand the purpose behind their work.

The Enhavim Way: Starting with WHAT, WHY, and WHO

The Enhavim Framework takes a more intentional and holistic approach by starting with WHAT, WHY, and WHO before moving to HOW. Here’s how it works:

Example: Launching a New Product

1. Vision (WHAT):
   • “We want to create a product that simplifies home organization for busy families.”
   • This defines the destination and ensures everyone is working toward the same goal.
2. Purpose (WHY):
   • “Because we believe that an organized home leads to less stress and more quality time for families.”
   • This connects the vision to a deeper purpose, inspiring the team and resonating with the audience.
3. Mission (WHO & HOW):
   • WHO:
     • “A team of product designers, engineers, and marketing experts who are passionate about improving family life.”
   • HOW:
     • “The designers will create a sleek, functional product that fits seamlessly into any home.”
     • “The engineers will ensure the product is durable and easy to use.”
     • “The marketing team will craft a campaign that highlights the product’s benefits for busy families.”
4. The Outcome:
   • The product (What) is aligned with a clear vision and purpose, making it more likely to succeed.
   • The team is motivated and united because they understand the with a clear vision and purpose, and their role in achieving it.
   • The team, the WHO, are is grounded with a strong foundation and figure out the HOW to ensure effective execution.

Key Differences

“MISSION” in The Enhavim Way

The Who Before How principle is not just a simple mantra; it is a framework for building strong, sustainable organizations and achieving lasting success. By prioritizing the people behind the work, organizations can foster a culture of innovation, collaboration, and alignment, which in turn makes the How much clearer and more effective.

Why Enhavim Works Better

• Intentionality: Starting with WHAT and WHY ensures that every action is aligned with a clear vision and purpose.
• People First: By identifying the WHO before the HOW, Enhavim ensures that the right team is in place to execute the plan effectively.
• Holistic Approach: Enhavim addresses the why, who, and how in a cohesive way, leading to more meaningful and sustainable outcomes.

The best strategies, tools, and processes are only as effective as the people who implement them. By focusing on the Who first, leaders can create a foundation for success that is resilient, adaptable, and capable of driving long-term results.

So, the next time you’re facing a challenge or embarking on a new initiative, take a step back and ask yourself: Who is the right person to tackle this? Only after you’ve answered that question should you focus on How the task should be done. This simple shift can be the key to unlocking sustainable success for both individuals and organizations.

As outlined on the Who Before How website, the principle of prioritizing the Who before the How is essential for success in any endeavor. This approach highlights that the people—the team, the leaders, and the contributors—are the key driving force behind achieving meaningful outcomes. When the right individuals are in place, the strategies, methods, and solutions naturally fall into place. This is where Relationship Riches come into play. At its core, Relationship Riches is about cultivating strong, genuine, and aligned connections with the right people. These relationships are the foundation for both personal and organizational success.

The Who sets the tone for how things unfold. The right relationships empower individuals to collaborate, innovate, and drive solutions that wouldn’t be possible without a strong network of trust and support. Relationship Riches underscores the value of human connection—ensuring that people, not just processes, lead the charge. It’s through these connections that true progress and growth happen.

For more insights on how to apply this powerful concept to your personal or organizational growth, be sure to see the summary on Who Before How.

See also:
What is the meaning of Enhavim
Enhavim
Enhavim
Enhavim
Relationship Riches
Relationship Riches 

Enhavim emphasizes the importance of individuals uniting with a shared vision and committing to a common purpose and mission to achieve great results. Within the system of human conversation and interaction, the goal is to keep your relationships circulating in an upward spiral as they grow. Investing in the people you serve, collaborate with, and those you like in your business and personal affairs enriches both your personal and business life. There is a transformative power of prioritizing the right people and relationship riches in achieving personal and organizational goals.

https://likesup.com/?s=enhavim

TRUST

Date Motivated Action: Trust in YOU, trust in US, and trust in Timing. When all three align, progress becomes inevitable.
#TrUstSelf  #TrUStOthers

See als: Relating Dynamics