Dear Readers,
Last time I asked you what the most important leadership question is for you right now. Your answer: "How do people become more goal-oriented, see the real goal and take an easy path to get there?"
As promised, here's some practical advice in the form of the 5-step framework I've used myself to work with my team in a more goal-oriented way.
Step 1: Create suction
Most managers think that you have to get people to work on their goals by incentivizing them to do so.
I suggest that instead you ask people what they really want.
If you do, you can expect the following results:
Identification
Insert
Passion.
Step 2: Collectivize
Once you've created a pull for goals, you'll likely ask how those goals can specifically help your business.
Rather than announcing corporate goals, I encourage you to ask for input from the teams.
Why?
If you ask employees what contribution they can make, they will embrace success.
Step 3: Think about the Purpose
After you have successfully created a pull and defined contributions, it's time to talk about impact:
Put yourself in the shoes of your customers and other stakeholders.
Define what you want to change in their lives.
Realize how this can make the world a better place.
Step 4: Develop a routine
At this point, you are ready to go into practice.
Once you have completed steps 1 - 3, it should be easy to develop this into a quarterly habit.
Just don't forget:
Have the team work on quarterly goals.
Let Purpose guide the process.
Be part of the team yourself!
Step 5: Make results measurable
That's it! Now it's time to concretize the desired results.
Tip 1: Quantify the best possible result you can imagine.
Tip 2: Take a sportsmanlike approach to implementation.
Tip 3: Involve neighboring departments, customers and management.
This framework works so well because it is a pull process.
So don't fall into the trap of pushing people to achieve goals.
Let me know if this type of advice is useful to you and send me some quick feedback.
Have a great day.
All the best and warm greetings,
