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Archive for the ‘goals & goal setting’ Category
Monday, June 20th, 2011
Not only did I enjoy reading Finding the Zone, I found it to be very helpful in my own professional and personal development. The author, Gordon Lawrence, addresses a predicament many people face: a lack of enthusiasm and motivation to do the job they were hired to do. Lawrence suggests that the issue isn’t so much that these people are lazy, but that they aren’t doing the work that they enjoy or find compelling. Finding the Zone is about finding a niche for yourself or someone else that leads to enjoyment and passion for the task.
 Lawrence begins by explaining just what it is to be in the zone: “. . . when in the zone we are working at the fresh edge of our gifts and skills, and we are getting better. We are focused and not distracted. And we are absorbed in the process, not ourselves. We are challenged and energized as we proactively pursue our goal.”
Lawrence states that it is too difficult for many people to get to state of total absorption. In fact, he contends that some people may never experience the joy that comes with being in the zone. He explains that the zone is linked to investigative thinking and that our current environment and its conditions eliminate curiosity through “pat-answer teaching.” Pat-answer teaching simply means that children are too-often taught that there are only two ways to solving a problem, the right one or the wrong one. Lawrence believes that this style teaching stifles creative thinking in many people. He reaffirms the fact that everyone looks at a problem through his/her own lens; his or her traits, strengths, and/or personality.
He suggests that rather than asking employees to follow set processes, managers should allow their employees to investigate solutions that allow them to accomplish tasks using processes that come to them most naturally. This technique will promote the “zone” experience for them.
This book is easy to read and will leaders to gain better insight into their employees and their unique needs. But even more importantly, the book inspires the reader to consider his or her own situation and ask, “Is my job (hobby, etc.) taking me to the zone and if not, why? What will it take to find my zone?”
Tags: A Whole New Way To Maximize Mental Potential, book review, Business Book Reviews, Mental Potential
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Thursday, June 16th, 2011
Wishes tend to be shapeless. They have no structure, no form. They lack crucial details like “how,” “when,” and “why.” They lack planning, and they outline no steps to get from “I want” to “I will.” Goals, on the other hand, tend to be much more rigid. They require commitment. They demand organization. And depending on the size of the goal, sometimes having strategic discipline and a lot of patience is a must.
A year ago, I mentioned to a dear friend of mine that I was planning to put an addition on my house. At the time, I didn’t go into a lot of detail with her about my plan, just mentioned it in passing. The same friend and I revisited our original conversation several months later and I told her excitedly that I had had a second meeting with my contractor, and that our next steps were to sketch out the plan for the addition. Once we had done that, we would get an architect involved and contact the city for the necessary building permits. She looked shocked, but quickly smiled, saying, “So, this is actually happening? So many people talk about what they want to do, but nothing ever happens.” I’ve noticed the same thing, and I think I’ve pinpointed the reason why: people have a hard time understanding the difference between a “goal” and a “wish.” Both are driven by desire, but only one makes a solid proclamation. The devil’s in the details. And in my case, failing to mention the details to my friend in our earlier conversation was not a result of having no details to speak of. To the contrary, the details were always there. In fact, they were driving the whole plan. They were the skeleton underlying my goal, each bone thoughtfully connected to the next, and they were marching my plan forward. But too many people forget about the bones underneath their skin, forget that without this framework they would, at best, flop clumsily from place to place. And so it is with setting goals.
When my husband and I decided that we liked our house well enough to add to it rather than simply buying a bigger one, I made an appointment with a general contractor. He came to my home and looked at the space we had available to us, and I described what we wanted and asked for a rough estimate of the project’s cost. Having a clear, concrete number to aim for allowed me to look at our savings realistically and budget my monthly income accordingly. When I set this goal for myself, I went through a process. I didn’t try to tackle the larger goal all at once; instead, I broke the longer-term goal into smaller goals; incremental, sequential steps that I would take towards the larger objective. These “baby steps” helped me feel like I could realistically reach the goal I had set. Through these smaller accomplishments, the end goal began to feel attainable rather than overwhelming. And because I had a specific number to aim for and a specific date in mind for starting the project we had outlined, I could track my progress each month to ensure that I remained on target. And apparently this process works. As it stands right now, we’ll break ground for the addition as soon as the ground thaws in the spring of next year.
I keep pushing the idea that goal-setting is a process. I believe it. When I was younger, I wasted a lot of time “wishing” myself into exactly the same reality. It was only after I discovered that true goals need structure that I was able to change my approach, but it took some time. Setting goals comes naturally to some, but for the rest of us, it’s helpful to have some guidelines. I have identified seven steps that have helped me reach my goals, both large and small, over the years. I hope that you can take this framework and build upon it, making it work the very best for you.
1. Identify your goal, exactly what it is that you want. Make it realistic, personally meaningful, and something within your control. Without passion and possibility, there will be no plan.
2. State your goal in writing. There is something about writing down a goal that solidifies your commitment to it and makes you more accountable for seeing it through.
3. Verify where you are now and where you’d like to be. Place these two positions on a continuum. In the blank space between these two realities, write down all of the things you’ll need to do to get from one place to the other. Don’t skip any steps, even the “obvious” ones.
4. Be realistic about your capabilities and identify any external resources (human or otherwise) you will need in order to reach your goal. Then, gather those resources.
5. Create a timeline for accomplishing each one of the items you identified in step 3. These are your sub-goals, the “baby steps” I mentioned earlier. Be realistic about the time it will take you to complete each one. Make an effort to stay on schedule, but don’t punish yourself if you fall off track. Punishment is self-defeating. Instead of chastising yourself for all of your many failings, just pick yourself back up and start moving forward again.
6. Celebrate each milestone as you reach it. Failing to acknowledge your accomplishments, even the little ones, is discouraging. Each time you experience a success, own it.
7. Impose a deadline for the completion of your goal. Be sure to give yourself enough time to achieve what you desire, but don’t allow your time frame to remain open-ended. Goals without end dates tend to languish, lonely, in the realm of wishes.
 Wishes tend to be shapeless. They have no structure, no form. They lack crucial details like “how,” “when,” and “why.” They lack planning, and they outline no steps to get from “I want” to “I will.” Goals, on the other hand, tend to be much more rigid. They require commitment. They demand organization. And depending on the size of the goal, sometimes having strategic discipline and a lot of patience is a must.
A year ago, I mentioned to a dear friend of mine that I was planning to put an addition on my house. At the time, I didn’t go into a lot of detail with her about my plan, just mentioned it in passing. The same friend and I revisited our original conversation several months later and I told her excitedly that I had had a second meeting with my contractor, and that our next steps were to sketch out the plan for the addition. Once we had done that, we would get an architect involved and contact the city for the necessary building permits. She looked shocked, but quickly smiled, saying, “So, this is actually happening? So many people talk about what they want to do, but nothing ever happens.” I’ve noticed the same thing, and I think I’ve pinpointed the reason why: people have a hard time understanding the difference between a “goal” and a “wish.” Both are driven by desire, but only one makes a solid proclamation. The devil’s in the details. And in my case, failing to mention the details to my friend in our earlier conversation was not a result of having no details to speak of. To the contrary, the details were always there. In fact, they were driving the whole plan. They were the skeleton underlying my goal, each bone thoughtfully connected to the next, and they were marching my plan forward. But too many people forget about the bones underneath their skin, forget that without this framework they would, at best, flop clumsily from place to place. And so it is with setting goals.
When my husband and I decided that we liked our house well enough to add to it rather than simply buying a bigger one, I made an appointment with a general contractor. He came to my home and looked at the space we had available to us, and I described what we wanted and asked for a rough estimate of the project’s cost. Having a clear, concrete number to aim for allowed me to look at our savings realistically and budget my monthly income accordingly. When I set this goal for myself, I went through a process. I didn’t try to tackle the larger goal all at once; instead, I broke the longer-term goal into smaller goals; incremental, sequential steps that I would take towards the larger objective. These “baby steps” helped me feel like I could realistically reach the goal I had set. Through these smaller accomplishments, the end goal began to feel attainable rather than overwhelming. And because I had a specific number to aim for and a specific date in mind for starting the project we had outlined, I could track my progress each month to ensure that I remained on target. And apparently this process works. As it stands right now, we’ll break ground for the addition as soon as the ground thaws in the spring of next year.
I keep pushing the idea that goal-setting is a process. I believe it. When I was younger, I wasted a lot of time “wishing” myself into exactly the same reality. It was only after I discovered that true goals need structure that I was able to change my approach, but it took some time. Setting goals comes naturally to some, but for the rest of us, it’s helpful to have some guidelines. I have identified seven steps that have helped me reach my goals, both large and small, over the years. I hope that you can take this framework and build upon it, making it work the very best for you.
1. Identify your goal, exactly what it is that you want. Make it realistic, personally meaningful, and something within your control. Without passion and possibility, there will be no plan.
2. State your goal in writing. There is something about writing down a goal that solidifies your commitment to it and makes you more accountable for seeing it through.
3. Verify where you are now and where you’d like to be. Place these two positions on a continuum. In the blank space between these two realities, write down all of the things you’ll need to do to get from one place to the other. Don’t skip any steps, even the “obvious” ones.
4. Be realistic about your capabilities and identify any external resources (human or otherwise) you will need in order to reach your goal. Then, gather those resources.
5. Create a timeline for accomplishing each one of the items you identified in step 3. These are your sub-goals, the “baby steps” I mentioned earlier. Be realistic about the time it will take you to complete each one. Make an effort to stay on schedule, but don’t punish yourself if you fall off track. Punishment is self-defeating. Instead of chastising yourself for all of your many failings, just pick yourself back up and start moving forward again.
6. Celebrate each milestone as you reach it. Failing to acknowledge your accomplishments, even the little ones, is discouraging. Each time you experience a success, own it.
7. Impose a deadline for the completion of your goal. Be sure to give yourself enough time to achieve what you desire, but don’t allow your time frame to remain open-ended. Goals without end dates tend to languish, lonely, in the realm of wishes.
Tags: business goal setting, goal setting tips, setting business goals, setting goals
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Wednesday, June 8th, 2011
I have always seemed to have a problem with setting goals for myself. Whenever I think about goal-setting I think I need to set a huge and extravagant goal for myself rather than setting a more-reasonable, smaller goal. I guess I think that if I am going to bother to set a goal at all, I need to make it worth my time. However, I’ve discovered that this type of mindset makes me feel defeated before I even get started. This, in turn, leads me to think that I will not be able to achieve these huge goals and gives me one more reason to be disappointed in myself. I tend to forget that small accomplishments also count. I’ve come to realize that regardless of whether a goal is a smaller, more-incremental type, or a larger, more-daunting one, they are all worth my time! Goal setting can be as simple or as complex as you want to make it, and every goal set and attained is worthwhile.
 I recently went on vacation, and just before I left I grabbed a book that I have been reading on and off for a few months. As I grabbed it, I said to myself, “I am going to finish this book while I’m on vacation.” I read a little of it on the plane, and a little more when I had some time in the hotel room, but when it came time to head home, I still had not finished it. But I read it on the plane home, and to my surprise I finished it. Goal accomplished! Even though it was a small goal, I accomplished it and it encouraged me to set another goal.
Through this experience, I found that it helped me to actually verbalize my goal if only to myself. I put it “out there,” if you will, making the goal more concrete which helped me attain my goal. Next, I may tackle the mess on my desk—now that’s daunting!
Tags: business goal setting, business goals, goal setting and planning, goals, setting goals, SMART Goals
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Monday, April 11th, 2011
Olympic sprinter Florence Griffith Joyner believed that running was a mental game. She said: “Every day I tell myself I’m not going to allow anything to stop me. I try to see my goals before me. There are a lot of things which could try to slow me down–injuries, family problems, financial problems, but you have to be so mentally tough when you’re out there.”
 Whether the goal, resolutions, plans, or strategic objectives you set for yourself, having the mental toughness to adhere to it is critical in achieving your desired results. Joyner not only saw what she wanted, but was also able to reach it. CMOE has trained and worked with thousands of managers helping them set goals to improve their leadership skills. From our observations, typically most people are able to set goals and define strategic objectives. Then they quickly lose sight of what they are working towards. Adherence and persistence is often the missing piece.
Sometimes adherence is a time frame–sustaining something long term. On the other hand, it can be the amount of concentrated effort needed. Either way, there are really four basic principles to keep in mind as we enhance out “mental toughness” to stick with the strategies and plans that we have set for ourselves.
Clarity
First, you need to clearly know where you are headed. Not just a general idea or plan, but a concrete target you want to obtain. Without a clear target, you can easily become derailed or distracted. Clarity gives you a sense of purpose and push into action. Basil S. Walsh, an American author said it perfectly: “If you don’t know where you are going, how can you expect to get there?”
Commitment
Once you know what your target is, you must decide if you are willing to pay the price to go the distance. You have to ask yourself, “Do I believe this goal is worth the effort?”
If so, it requires building up the courage and stamina to persist to the end. It has to be a conscious decision that you make. You must internalize it and believe in it to make it happen. Concentrate and remind yourself of the positive (and negative) consequences or outcomes from your efforts. These will become your motivating factors. It is also too easy to bite off more that you can handle, so make certain you can fully invest in the direction you are headed.
Action Steps
While you may have a clear target and a commitment to it, it will be difficult to move forward persistently unless you know the path that will lead you there. To be most effective, one of your actions should include obtaining the resources required. Rather than listing short bullet point action steps, put some “meat” on it by describing exactly what you need to do, who will help or be responsible (if your target involves others), and when you will complete that step. These intermediate steps keep the momentum going. You are more likely to stick with your plan, if you take smaller strides. Make your action steps visible so you have a constant reminder. Also remember to reward and recognize yourself as you move closer to rather than to wait until you have accomplished your target.
Passion
Successful adherence and resolve requires passion. Find way to enjoy what you are doing and aspiring to. Begin by asking, “How can I get myself to enjoy, really enjoy this?” It really comes down to your attitude about what you are doing. Earl Nightingale said, “A great attitude is not the result of success; success is the result of great attitude.” Visualize yourself being successful. You may have heard that you should “think positively.” Well, not only should your think positively but act positively. You will, of course, experience some up and downs as you move towards your desired results. When you experience a setback, give yourself a break, Look at where you were and where you are now. Reigniting passion will help your through these inevitable disappointments, fear, and frustrations. You can turn your energy into a positive direction by refocusing on your goals and how it will make a difference to you and others.
Theodore Roosevelt said, “Far better it is to dare mighty things, to win glorious triumphs, even through checkered by failure, than to take rank with those poor spirits who neither enjoy much nor suffer much, because they live in the gray twilight that know no victory nor defeat.” As with any goal or strategy, despite our best efforts we may not always find success. But we can feel better about ourselves and our contribution if we have done our very best to persistently work to achieve something great.
Tags: business perseverance, focus in business, importance of focus in business, perseverance in business
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Monday, February 28th, 2011
Outside of work, people are highly motivated to stretch their mental and physical limits. They complete triathalons in record time, ride dog sleds across frozen tundra, and climb mountain peaks few have mastered. In 1950, Maurice Herzog and Louis Lachenal became the first people to successfully climb Annapurna, an 8,000-meter peak found high in the Himalayas. The toll the mountain took on these men was brutal: each man lost a number of fingers and toes during their climb to the summit, and they were lucky to have not lost their lives. Even today, over 40% of the people who attempt to climb Annapurna die on their way to the summit. So why make the attempt? What draws people to spend their own time and money—and risk their personal safety—to reach this kind of target? The challenge. The mountain stood before them, the summit forbidding and nearly unreachable, and they wanted to see if they had it in them to make it to the top.
 In order to see the benefits of this same level of dedication at work, leaders and managers need to help their employees find a workplace version of Annapurna. Leaders need to provide their employees with opportunities to be challenged, situations that require them to reach well beyond what is expected of them and truly excel. People love to achieve difficult goals, and they love to up the ante. Once they have reached one summit, they will be ready to move on to the next. Achieving easy goals is boring, no matter what the environment. And inside the workplace, requiring employees to reach higher levels of performance makes the work they do more rewarding, resulting in greater job satisfaction, deeper dedication to the organization, and a heftier, healthier bottom line results. So give your employees the chance to sink their teeth into bigger, better challenges. Search for that next summit, find that next challenge, reward your people for striving to reach the top. They can make it, and you’ll find the proof in your bottom line.
Tags: employee goals, employee objectives, motivating employees, motivation to increase performance, performance goals
Posted in bottom line leadership, bottom line performance, bottom line results, goals & goal setting, leadership, productivity | No Comments »
Monday, September 27th, 2010
Okay, we just closed out another quarter in business business year. Sometime early this year, you hopefully took time to set some S.M.A.R.T. business goals, such as to help the company achieve its yearly objectives. You wanted to make sure your contribution to the bottom line would make a difference and stand out from the crowd.
So, when was the last time you looked at those goals? Have you met any of the milestones that you had set up? Are you on track to meeting those goals? What needs to be done between now and your next performance review to be on target to meeting those goals? Are you taking advantage of the various business opportunities that have come your way?
As you know, today’s increasingly competitive business climate demands that we maximize each and every business opportunity. Energetically work to ensure goals are met. Unfortunately we just seem to focus on narrowly defined opportunities, responding to challenges and opportunities within a specific business sector. Important? Yes, but at times, these challenges and narrow opportunities often take us in a direction that is away from the specific goals we have set up.
You may not want to be tied firmly to a specific goal when an opportunity presents itself. But by applying a consistent approach as one assesses these opportunities, then develops strategies, and execute plans to address them, one can drive performance for their products and services to levels never before achieved; making a significant contribution to the company’s bottom line; improving relationships with customers and increasing your value to the organization.
 There is a six-step approach that one can follow so as to identify, assess, and maximize business opportunities and still keep specific goals in front of you. You set them, now let’s make sure you achieve your goals. As you review the six-step approach for success, note your response to the thought provoking questions.
1. Identify and Quantify Opportunity
a. What is the opportunity or challenge?
b. Can the opportunity be quantified? If so, what is the potential?
2. Develop Strategy
a. What is the primary strategy to leverage the opportunity?
b. What resources are needed?
c. Who are the primary stakeholders, and what are their roles and responsibilities?
3. Communicate Strategy to Stakeholders
a. How was the opportunity and corresponding strategy introduced to the stakeholders?
b. How are ongoing updates and progress reports communicated to stakeholders?
4. Incent/Ensure Accountability
a. How is consensus developed?
b. How are internal stakeholders motivated?
c. How is accountability maintained?
5. Implement Program
a. What is the implementation plan?
b. What are the key action items/deliverables for each stakeholder?
c. Who is tracking the program’s progress?
6. Provide Feedback
a. How is success measured?
b. Did the program meet its objectives?
c. What can be shared from this experience?
As you follow this six-step approach you to can maximize your business opportunities, achieve your goals and make a significant contribution to your organizations BOTTOM LINE!
Tags: bottom line leadership, bottom line performance, Leading for bottom line results, S.M.A.R.T. Goals Help To Improve Productivity, S.M.A.R.T. Goals Help To Improve Productivity - Smart G, smart business goals
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Monday, June 28th, 2010
Did you pick up your new iPhone this week? Unless you slept on the street for a couple of days, chances are you will need to wait until supply balances out with demand. Isn’t it fascinating that people take time off work and sleep on the ground outside a store just to obtain a $200 device? Why do people put forth so much effort for so little?
It’s ironic that people sacrifice time and wages, lose sleep, and exert a significant amount of physical effort to obtain a unique possession. People are willing to spend money, buy “apps” (applications), and spend large amounts of time to become experts on such devices. Yet we rarely see this type of passion, energy, and motivation in the workplace to drive results and increase profits. Isn’t the time we spend at work more important and valuable?
Dr. George Odiorne, is a well known management expert known for his concept “Management By Objectives.” What if we spin this concept slightly and implement “Management By Motivation.” What if you create the conditions for motivation in your organization. Like a new gadget, toy, or phone, discover what stimulates a behavior change in people at work. Hint: Everyone is a little different. Organization, productivity, and improvement in profits will increase when individuals discover what excites them. If people get excited and involved in their work like it is the latest and greatest gadget phone, organizations will find it truly amazing as to how they can flourish. There is no doubt that excitement and involvement will make a huge impact on the bottom line of any organization.
 As I write this article, I stare at my new phone (the latest and greatest) in a box, ready to be turned on. However, I feel enough motivation in my work that writing this content offers more value to me, my team, and my organization than heading to the break room to play with a new gadget. Are your people motivated to work or motivated to head to the break room and play? Let’s get our people excited and engaged to the goals and objectives that benefits everyone.
“Pleasure in the job puts perfection in the work.”
-Aristotle
Tags: iphone hysteria, motivating employees, motivating work, motivation, motivation in the workplace, motivation to increase performance, work environment motivation
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Friday, June 18th, 2010
Whether you love them or hate them, goals are necessary. Goals unleash a powerful force that keeps organizations, teams, and individuals growing and improving, both professionally and personally. Without continuous regeneration, jobs and organizations can quickly become obsolete and irrelevant especially in our highly competitive marketplace.
Research has shown that individuals who set goals generally accomplish five to ten times more than those who have equal or better education and ability. In his research, Damon Burton, professor at the University of Idaho, found something even more striking about people who set goals.
• Have less stress and anxiety.
• Concentrate better.
• Are more self-confident.
• Perform better.
• Are happier and more satisfied.
 Ironically, goals (and the power they wield) can quickly become problematic unless we diligently use caution and our common sense. Like an invisible magnetic force, an errant or misleading goal can actually push people to act in inappropriate or unethical ways, sometimes engaging in risky behavior that isn’t beneficial for them or their organizations. Someone who pursues a reckless goal creates undue anxiety for others, encourages self-serving ambitions, and amplifies silo behaviors within an organization.
On the other hand, the most admirable and benevolent goal can be a miserable failure if isn’t developed carefully. A budding goal may have a focus that is too broad, too vague, too narrow, too aggressive, or without motivation. It is possible to have a goal that conflicts with other goals or you can simply have too many to complete. Sometimes, a seemingly very good goal can be perceived as threatening by other people; make certain that it is beneficial to all concerned. It has been said that the hardest task you will face is making the “right” goal. Many organizations use a goal-setting method defined as S.M.A.R.T –Specific, Measurable, Aligned, Realistic, and Time-bound.
Too often, goals fail because people don’t believe this type of results driven leadership can be realized. It won’t matter how “good” the goal is if you can’t see it, feel it, or define it. You must believe in and then be ready to act on your goal.
Goals can be a potent force and are necessary to keep up with the constant change in our world. Use good judgment as you develop your goals and take the time you need to set goals that are well-defined. By keeping the five S.M.A.R.T. concepts in mind as you set your goals, you will increase your chance of success by five to ten times over those who don’t. As someone once said, “All good performance starts with “smart” goals.”
Tags: Goal failure, goal setting, Reaching Goals, results driven leadership, S.M.A.R.T. Goals Help To Improve Productivity, setting goals, SMART Goals
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Monday, February 8th, 2010
With companies merge, employees leave one company for another, and new members of the workforce land their first jobs, many individuals are trying to form new teams. Regardless of the situation, most organizations encourage open and candid discussions between staff members among employees throughout the organization. These differences in perspective can elevate teams to a higher level of performance. Differences in opinion and/or outright conflict is natural, and it can be very productive. The key is how to use conflict to our benefit so we can reach these higher levels of performance.
So how does one operate on a conflicted team? We still need to be able to create a win-win solution for the team and the organization. How do we use conflict to our advantage?
1. Acknowledge Conflict
Acknowledging conflict can be uncomfortable, yet once the conflict is recognized and discussed the team will feel a sense of relief. People tend to be more effective when they can agree to work together and find mutually satisfactory solutions to common problems.
2. Gain Common Ground
Is there common ground between the parties involved in the conflict? Put the conflict in perspective based on the team’s goals. If everyone is committed to a common purpose, they should be willing to address any issue that may affect the team’s final outcome.
3. Understand Each Point of View
Gaining an understanding of difference perspectives does not necessarily mean gaining agreement on all sides. Here we must take the time both to understand and be understood as we gain information from all sides.
4. Attack the Issue(s), Not Each Other
Bickering or fighting with someone on the team is an unwanted stress, yet the issue needs to be addressed in order for the team to maximize its potential. The goal is to reach a solution that allows everyone to achieve individual/team goals without violating anyone’s values.
5. Develop an Action Plan
a. The team will outline specific steps that each person on the team will take in order to reach the team’s goal. Each person will be accountable for his/her role in the action plan, and the plan will be written on paper so that each person is aware of his/her responsibilities to the team.
As team members utilizes this five-step process to address issues and conflicts, they will see more win-win situations and the team will increase their levels of productivity.
Tags: problem solving, team work, Win-Win Situation
Posted in communication, conflict, goals & goal setting, organizational change, problem solving, teamwork | No Comments »
Monday, July 27th, 2009
All my life exercise and sports have been a huge part of who I am. As I got older and entered into the “real” world of work, family, and other responsibilities, I soon found myself in a position I had previously not known. I was 30 pounds overweight. It got me before I even noticed it was coming.
One day I heard an expert talking about exercise, the benefits of physical activity and the regret of doing nothing at all. He brought up the point that in many decisions we make in life, we can either discipline ourselves to do what we know we need to, or regret later doing nothing. One thing I know, “discipline weighs ounces”, “regret weight pounds”! I had to make a change.
I immediately set some goals for myself, and after three months I had lost 20 pounds. I was feeling great. Better yet, it was noticeable to others. One friend asked, “What are you doing? You have lost a lot of weight and are looking good. What diet are you on?” My reply was, “I am on the GOAL diet.” He looked at me confused and so I explained to him that I set goals for myself and then worked to achieve my goals.
By the look on his face, I think he was expecting a different answer. He went on to tell me that he had a goal of losing 25 pounds in 6 months, but he’s had that goal for 2 years. His biggest frustration was, “Why Can’t I Achieve My Goals?” I thought about the question for a while and here are three things you should ask yourself if you are struggling to achieve goals.
- Are your goals written down and reviewed daily? This is vital to your success in achieving goals. The old saying is, “Goals not written are just wishes.” Reviewing your goals on a daily basis will keep you focused and keep the Goal in mind every day.
- Is your Main Goal divided into “Mini-Goals”? My friend’s goal was to lose 25 pounds in 6 months. That was it. He didn’t have monthly, weekly, daily goals. Now that doesn’t mean divide the 25 pounds by 6 months to get your monthly goal and then divide that by 4 for your weekly goal. That would be the same goal. You need goals for specific actions that will help you achieve your Main Goal. In this example, a good weekly goal would be, to exercise 4 times this week. A good daily goal would be, to not have any sweets today. All these “Mini-Goals” keep you on track in reaching your Main Goal.
- Did you share your goal with someone else? There is something to be said about accountability. If we are only accountable to ourselves, it is too easy to justify a sub-par effort. Just knowing that someone is going to ask how we are doing, gives us more motivation to succeed.
Setting goals are important in all aspects of our lives. Used correctly, goals help to keep us on track and motivated to work hard and achieve what is most important in our lives. Used incorrectly, goals can hinder both our short-term and long-term success. As in the example with my friend, he had the goal for 2 years. Because he was not able to achieve that goal, he felt inadequate and unable to ever make the change. Therefore, he stopped trying. It is important to set our goals to be realistic and achievable (with some good effort). Then ask ourselves those 3 questions to make sure we are on the path to successful goal setting. If you Prefer Rules: 1. Write it down 2. Divide into Mini Goals 3. Create accountability.
Tags: Goal failure, overcomeing failure, planning ahead, self development, stand above the rest, Strategic Thinking, success and achievement
Posted in accountability, achievement, goals & goal setting | 1 Comment »
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