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

3 Indicators of a “Culture of Engagement”

Many organizations work hard to have the “appearance of” an engaged culture. On the other hand, few organizations work diligently at crafting and creating a true “culture of engagement.”

The latter and the former are very different.

A “culture of engagement” is an organizational “state of being.” This state does not occur randomly, rather it is the result of diligent and persistent leadership, from leaders at all organizational tiers, who remain focused on creating, crafting and managing the culture.
When it Starts A “culture of engagement” is built on a firm understanding of “why” the organization exists. This is accompanied by a thorough understanding of “what” the organization does.  Further, is grounded in behaviors that communicate a complete understanding of "how" the organization's “why” acts in tandem the organization's  “what” (and vice versa).
A “culture of engagement” begins when an organization has a clear and meaningful vision, an action-based mission…

3 Keys to Meaningful and Effective Praise

Praise-based feedback is a "tremendous and significant" driver in the engagement process. Praise-based feedback, when meaningfully and effectively delivered, can open the doors to engagement that might otherwise be closed or remain closed.

Delivering meaningful and effective praise based feedback communicates "value" to the person receiving recognition, "awareness" of the positive attributes of their actions, and "gratitude" for what is being done.

The result of meaningful and effective praise based feedback is encouragement that opens the doors
to engagement.

In order to meaningfully and effectively deliver encouraging praise based feedback, the following three keys must be in place: Observation. Effective and meaningful praise is built strictly from observation. When praise is delivered, cite a specific example or series of examples that have been observed. (Example: "I appreciate how kind you are to our guests. Specifically, I saw you…