It’s January, a time when individuals, teams and organizations set goals for the year ahead. Things usually get off to a good start. Rested from the vacations, we commit to our goals and start with enthusiasm. Too often, however, we soon fall into what I call the “activity trap.” We are busy working on tasks, but not necessarily on the tasks that will lead us to achieve our objectives. This applies to both leaders and their direct subordinates.
The following three steps will help you and your staff meet your commitments and achieve your objectives this year.
First step: set clear objectives
The number one reason people fail to achieve their goals is because they set unspecific and unclear goals. That’s why “All good performance starts with clear objectives” is one of the simple fundamental truths I write about in my new book with Randy Conley, The Simple Truths of Leadership Playbook.
To set crystal clear objectives, start with a concise description of exactly what needs to be achieved and by when. Create a detailed picture of what a good job looks like. If you are working with a direct subordinate, ask him or her to describe the objective in his or her own words, to make sure you both agree on your ideas. Objectives should be written down, so that you can later compare what you have achieved with what you wanted to achieve.
When a person does not achieve a goal, instead of shaming or blaming them, ask yourself: Have I made the goal clear? If the answer is no, the fault is yours, not the direct subordinate’s. Have you ever been reprimanded by a boss for not doing a task right, even though he or she never told you exactly what to do? It doesn’t feel very good. As a leader, make sure you don’t make the same mistake.
Second step: limit the number of targets
The second reason people don’t achieve their goals is that they have too many of them.
For me it is difficult, because I am interested in doing many things. But I have learned that when I commit too much, I inevitably fail to deliver. Like everyone else, I only have 24 hours a day and an energy limit.
When choosing your goals for the year, keep in mind the Pareto principle: 80% of the results you seek will come from 20% of the work you do. What is the most important thing you need to do to get the results you want? The second most important thing? The third? Focus on those three.
Step 3: Work together to meet your objectives.
The success rates of New Year’s resolutions are discouraging. Studies show that approximately 80% of New Year’s resolutions fail. That’s because announcing a commitment is not the same as keeping it. This requires support. Once the objectives are set, we too often go it alone, or let our direct reports go it alone.
Given that much of today’s workforce feels disengaged from the work they do, it is critical that managers adopt a servant leadership approach with their direct subordinates. This means working together to achieve the objectives, so that each can hold the other accountable.
Resist the tendency to put your needs before those of your supporters. Before adopting a delegating leadership style, find out what your direct subordinate needs to achieve the objective. Do they need more direction and resources? Do they need emotional support? Adapt your leadership style accordingly.
Finally, make sure you get the direction and support you need to achieve your own goals. If your leader is not available to provide what you need, find a mentor or coach. Your chances of success will be much greater if you have a responsible partner.
Entire books have been written on the science of goal achievement, but it doesn’t have to be that complicated. These three simple steps-setting crystal-clear objectives, limiting the number of objectives, and working together on the objectives-will take you a long way toward the desired result. Put them into practice today.
Dr. Ken Blanchard is co-founder and Spiritual Director of Blanchard®.
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It’s January, a time when individuals, teams and organizations set goals for the year ahead. Things usually get off to a good start. Rested from the vacations, we commit to our goals and start with enthusiasm. Too often, however, we soon fall into what I call the “activity trap.” We are busy working on tasks, but not necessarily on the tasks that will lead us to achieve our objectives. This applies to both leaders and their direct subordinates.
The following three steps will help you and your staff meet your commitments and achieve your objectives this year.
First step: set clear objectives
The number one reason people fail to achieve their goals is because they set unspecific and unclear goals. That’s why “All good performance starts with clear objectives” is one of the simple fundamental truths I write about in my new book with Randy Conley, The Simple Truths of Leadership Playbook.
To set crystal clear objectives, start with a concise description of exactly what needs to be achieved and by when. Create a detailed picture of what a good job looks like. If you are working with a direct subordinate, ask him or her to describe the objective in his or her own words, to make sure you both agree on your ideas. Objectives should be written down, so that you can later compare what you have achieved with what you wanted to achieve.
When a person does not achieve a goal, instead of shaming or blaming them, ask yourself: Have I made the goal clear? If the answer is no, the fault is yours, not the direct subordinate’s. Have you ever been reprimanded by a boss for not doing a task right, even though he or she never told you exactly what to do? It doesn’t feel very good. As a leader, make sure you don’t make the same mistake.
Second step: limit the number of targets
The second reason people don’t achieve their goals is that they have too many of them.
For me it is difficult, because I am interested in doing many things. But I have learned that when I commit too much, I inevitably fail to deliver. Like everyone else, I only have 24 hours a day and an energy limit.
When choosing your goals for the year, keep in mind the Pareto principle: 80% of the results you seek will come from 20% of the work you do. What is the most important thing you need to do to get the results you want? The second most important thing? The third? Focus on those three.
Step 3: Work together to meet your objectives.
The success rates of New Year’s resolutions are discouraging. Studies show that approximately 80% of New Year’s resolutions fail. That’s because announcing a commitment is not the same as keeping it. This requires support. Once the objectives are set, we too often go it alone, or let our direct reports go it alone.
Given that much of today’s workforce feels disengaged from the work they do, it is critical that managers adopt a servant leadership approach with their direct subordinates. This means working together to achieve the objectives, so that each can hold the other accountable.
Resist the tendency to put your needs before those of your supporters. Before adopting a delegating leadership style, find out what your direct subordinate needs to achieve the objective. Do they need more direction and resources? Do they need emotional support? Adapt your leadership style accordingly.
Finally, make sure you get the direction and support you need to achieve your own goals. If your leader is not available to provide what you need, find a mentor or coach. Your chances of success will be much greater if you have a responsible partner.
Entire books have been written on the science of goal achievement, but it doesn’t have to be that complicated. These three simple steps-setting crystal-clear objectives, limiting the number of objectives, and working together on the objectives-will take you a long way toward the desired result. Put them into practice today.
Dr. Ken Blanchard is co-founder and Spiritual Director of Blanchard®.