Skip to main content

Belated - 3 Ideals for Goals and Resolutions

It is mine
It is 2018 and the New Year if off and running!

Many people and organizations will craft "resolutions" or "goals" for the new year.  However, by this time of the new year many of those same people may have lost sight of their goals or may  have given up on achievement.  It is estimated that only about 12% of those who set new years related goals will maintain the pursuit of those goals past January 15th of the year.  In fact, Allstate has spoofed this thought through their well known "mayhem" commercials.  They, like Farmers, "have seen a thing or two and know a thing are two."

At the beginning of this post I placed "The Toddler Laws of Property."  I believe these "toddler laws" best exemplify the mindset, passion and behavior needed to effectively set and achieve new goals and resolutions!

Considering that, I want to share with you "3 Ideals for Goals and Resolution" that I have learned to apply over the last few decades.  Obviously, these can be applied at anytime, not just the new year.

To achieve a goal:

#1 - It must be your goal. 

In other words, you cannot achieve someone else's goal. If it is a "joint" goal, all parties must have significant input into its' formation!  This allows for true accountability and measurement.

#2 - It must effect change. 

The foundation of a goal, any goal, rests in the known need or desire for change. Consequently, effective goals must create a change in mindset, a change in passion, and a change in behavior.

#3 - It must allow for assessment and reactivation. 

If you both define and own a goal, and that goal creates change, it becomes necessary to assess progress.  Further, if the goal derails, it must allow for reactivation or recreation when and/or if necessary. 

Summary: A goal must be yours, it must effect change, and it must be assessed and reactivated as needed.

I conclude this post by pointing to one of the best books on goal setting and achievement that I have ever read- "Goals: Setting And Achieving Them On Schedule" by Zig Ziglar.  I have provided a link below!

Happy New Year and Happy Belated Goal Setting!


Failing to understand the value of a goals and goal setting may impact on "what" you do and may slow personal growth and organizational success.

As always – if you would like to learn more about this topic - or - book me to speak with your organization, operators are standing by!


Comments

Popular posts from this blog

Understanding the "Engagement Zone"

The “engagement zone” is an unseen, yet powerful arena, in which an emotionally driven encounter occurs that results in a transaction between parties or their respective representatives. These transactions may be: Between two individuals Amongst or between a group or groups of individuals Amongst or between an individual and a representation (website, app, etc.) of an individual or organization. Transactions in the engagement zone may or may not: Be authentic Be effective Be meaningful. Within the “engagement zone” a wide variety of transactions can occur. These transactions range from moments that “last a lifetime” to moments that “drive us to rage.” Make no mistake, the “engagement zone” is powerful and it is packed with endless possibilities. When people enter “the zone,” they typically enter with a purpose. They may enter to buy or sell, teach or learn, improve or grow, lead or follow, etc. The goal, most often, is “success” within the zone. Two Fa

4 Leadership Lessons from the Pace Car

I can remember the first Indy 500 I watched.  Specifically, I can recall my captivation with the “pace car.” The very first pace car I watched "set the pace" was a Chevy Corvette driven by Jim Rathmann. I remember asking my friends in the room “what exactly does a 'pace' car do and why is it needed?”  Without any hesitation someone in the room replied “it paces the drivers to ensure they are up to speed and ready to start the race.” I now realize that the “pace car” is actually a “pace setter" and it does more than just "set" the speed.   When I think of coaching, teaching, mentoring etc., it is evident that "pace setting" is a quality of effective leaders. Pace setting creates opportunities to grow success by setting expectations. 4 Leadership Lessons from the Pace Car #1 - The pace car ensures that the track is safe. Effective leaders ensure that organizational culture is both physically and emotionally safe. Yes, the

Praise-Based Feedback

Types of feedback on performance. There are two types of feedback on performance. First is "opportunity-based feedback" and the other is "praise-based feedback." Both, when effectively and authentically delivered, can drive the engagement process to more meaningful levels. Effectively and authentically delivering "praise-based feedback" communicates the following: Value. When praise-based feedback is offered it communicates a message of value to the person receiving recognition.  The primary message delivered is that others are "valuable and worth recognition." Awareness. When praise-based feedback is offered it communicates awareness to the actions and behaviors of the person receiving recognition.  The primary message delivered is that "what is being done" is being noticed and it is not going unrecognized. Gratitude. When praise-based feedback is offered it communicates gratitude to the person receiving