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Best Practices for Goal-Setting: 6 Steps to Ensure You Keep Reaching For Your Goals

Best Practices for Goal-Setting: 6 Steps to Ensure You Keep Reaching For Your Goals

The word “goals” is being thrown around a lot lately. You’ll find thousands of pictures on Instagram with the caption “#goals,” meaning the person who posted the picture can only hope to one day be as fit, pretty, or on fleek as the person in the picture (Did I use that right? God, I’m old…)

For some reason, “goals” have recently come to mean something similar to “pipe dreams”: Aspirations which we would never actually be able to reach – and would never even try to reach in the first place.

That is absolutely not what goals should be seen as being. There’s no point in living if you’re not actively trying to better yourself. You should always be setting goals, and always working hard to reach them. It’s not easy, and it’s not meant to be. But if you put the following best practices into action, you’ll find working toward your goals is much more realistic and possible than you’d previously thought.

Set One Goal at a Time

You most likely know someone – or are someone – who always has a million things to do and feels like there’s never enough time in the day to get things done. This feeling can, understandably, be completely overwhelming. When you get overwhelmed, you become less likely to attain any of the goals you’ve set for yourself.

Stick to one goal at a time. Tell yourself you won’t switch gears until you’ve gotten to a certain point of completion (which we’ll discuss later). When you operate this way, you’ll be able to focus 100% of your energy on completing the task at hand to the best of your ability. You won’t get sidetracked by other projects and end up losing the time it takes to switch gears in order to work on something else.

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And, once you’ve attained one goal, you’ll have one less thing to think about when moving forward.

Make Your Goal Visible

Once you’ve set a goal to work toward, write it down. Write it in a journal. Write it on the whiteboard on your refrigerator. Heck, there are even companies that produce clothes for you to write your goal on.

If nothing else, writing your goal down will serve as a reminder throughout your busy day that you have an obligation to attend to before you take on anything else. A written statement will hold you accountable; you’ll feel as if you let yourself down if you don’t complete the task you said you would.

And, upon completion of the task, you can physically – and symbolically – cross the goal off your list, leaving you feeling accomplished and satisfied.

Identify Possible Hangups

If goals were easy to reach, the reward for reaching them wouldn’t be so valuable.

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There will always be roadblocks in your way when setting a new goal. You might want to lose weight, but it means you’ll have to give up ice cream. You might want to be more productive, but you need to keep your cell phone nearby in case your kids need you. You might want to go back to school, but you don’t have the time, money, or energy to do so.

These “but”s are the reason those “#goals” mentioned above are so lofty and unattainable: We often want better lives for ourselves, but aren’t willing to make the sacrifices necessary in order to get there.

When setting goals, you first have to determine the areas in which you’ll have to work hardest to get where you want to be. Once you have a realistic idea of the effort it will take to reach your goals, you’ll be much more likely to follow through with them.

Make a Plan

You’ve likely heard the saying “Failing to plan is planning to fail.” If you set out to reach your goal in a haphazard manner, you’ll almost assuredly fall flat right away.

Understand that the path to reaching your goal won’t be one giant leap that will land you right where you need to be. It will be a journey full of small victories, bumps in the road, and setbacks. Your plan of action will be your map along this symbolic journey.

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Not only will you plan the small steps you’ll take along your journey, but you’ll also need to plan for when things go wrong. Because things will go wrong. You may not even be at fault when it happens, but it will be your responsibility to right the ship when you hit rough waters.

If you’ve made a plan for how to deal with every step along the way, you’ll have a much easier time navigating toward your goal.

Define Milestones

The path to your goal may be long and difficult, but that doesn’t mean there won’t be moments to celebrate along the way.

When setting up your plan, make note of any milestones you’ll aim to reach throughout your journey. These moments will tell you you’re on the right track and are making progress toward your goal.

Make these milestones definitive and measurable, just as your ultimate goal should be. For example, if you aspire to lose twenty pounds by the end of the year, you’ll want to know exactly how much weight you should be losing each week in order to reach this goal. At the end of every month, you’ll be able to see the progress you’ve made – which will be cause for celebration in itself.

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The goals we most aspire to accomplish are the ones that are so far ahead of us that we have a hard time envisioning them. By keeping an eye on short-term accomplishments, you can continue to feel motivated as you get closer and closer to your main goal.

Get Moving

After setting everything up to maximize your chances of success, you still have to actually put in the work to get where you want to be.

Since you’ve streamlined the process, anticipated pitfalls, and defined the small victories you’ll celebrate along the way, you’ll face much less resistance from within as you start working toward your goals. Instead of having to worry about all sorts of extraneous and superfluous factors, you’ll be able to keep your mind on accomplishing the goal you’ve set out to reach.

Featured photo credit: Flickr/ Mountain Climbing / Logan Rowe via farm8.staticflickr.com

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Last Updated on February 18, 2019

How to Motivate Employees and Boost Team Productivity

How to Motivate Employees and Boost Team Productivity

These days, in a world with cognitive, AI, and extraordinary advances, we have failed at the most basic stimulus: motivation. Why do I say so? Just take a look at these statistics:

58 percent of managers said they didn’t receive any management training as per a CareerBuilder.com survey. Only 12% of employees leave their jobs because of more money. Research indicates that around 80% of employees leave their jobs due to “lack of appreciation”. Due to fear of failing, more than half of American workers don’t take their paid vacations. 53% of Americans are unhappy at work (not engaged). And 1 in 3 are working in a field they don’t like.[1]

Archaic people management and HR structures are the root cause.

“If you want to build a ship, don’t drum up the men to gather wood, divide the work, and give orders. Instead, teach them to yearn for the vast and endless sea.” – Antoine de Saint-Exupery

So how to motivate employees and boost team productivity?

Here are 3 key things that you can do to motivate your employees and boost team productivity:

1. Run Your Team/Group/Company like a Lean Startup

The Lean Startup phenomena by Eric Ries has been socialized across millions all over the globe. In a nutshell, it is a methodology for developing businesses and products, which aims to shorten product development cycles and rapidly discover if a proposed business model is viable; this is achieved by adopting a combination of business-hypothesis-driven experimentation, iterative product releases, and validated learning.[2]

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Encourage Your Employees

When you empower your employees (or family members) to do what they deem to be best for a particular roadblock, idea, or improvement, you create magic. You create genuine trust. You enable innovation. The result is happy, inspired employees who feel they have a say in the grand cosmic stage at work.

Note that increasing the competency level of employees and coaching and mentoring them along the way is key. You yourself, need to do the same. Nourish your brain – and get a mentor that will keep you at the edge of your game.

Offer Rewards

Motivation is also intrinsic. The startups I have worked at offered instant rewards — not just fat checks or equity increments, but Oscar-style nominations.

The non-monetary rewards were actually more coveted, and grandiose: lunch with the CEO, tickets to an Obama fund-raiser, horse-back riding with a world-class equestrian.

Compare this to a dodgy, corporate, white-cubicle dinosaur that had a “yearly performance review” where both parties dread the conversation. In a world of instant WhatsApp messages, having a conversation about performance, likes and dislikes cannot just happen annually in 60 minutes. Employees need to be rooted in the belief that their manager genuinely cares about them.

Give Autonomy

Another key attribute is autonomy. Most employees start brushing their resumes and cruising LinkedIn when their hands are tied in their current positions: approval forms, long meetings, escalations, and more meetings. In the world of agile and scrum masters, deliberating for the sake of deliberating is poison. You will choke the very employees that giddily accepted the job initially to “change the world”.

Within a reasonable realm of assessment and deep-dives, trust your employees to do the heavy lifting. Give them access to the knowledge, people and resources that help them directly make the choices that will shape the future of your team, and your company.

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Eliminate yourself as the bottleneck – and interject yourself as a benevolent, servant leader that is the symbol of high-performing organizations.

2. Apply the 90/90/1 Rule

I recently saw a video by Deepak Sharma (a leadership adviser) about productivity and this principle stuck with me. Here’s what it’s about:

Devote the First 90 Minutes of Your Day to Important Project

For the next 90 days, devote the first 90 minutes of your day to your most important project—nothing else. Do this for yourself and your employees.

We usually get sucked into the most wasteful, operational activities in the morning which robs our focus, and steers us into an unwanted rabbit hole. So mute your notifications, avoid the temptation to check your exploding inbox, and scroll your Instagram feed later. Instead, focus on that ONE thing that will provide real value to you, your team, or your business/company/home.

Apply this rule to yourself – and your team. Your team will thank you. Note: If you’re feeling really stretched for time, you can always hack the rule by testing out a “45/45/1” version.

A To Do Scheduling System

Another version of this is to use the Kanban concept, developed by Taiichi Ohno, an industrial engineer at Toyota. Kanban is a scheduling system employing boards and cards.

The most basic version is a canvas with “To-do”, “Doing”, and “Done” boards (or columns). Each activity or task is a “card” that moves from one column to the other. I use Trello (a Kanban-inspired app) that is a key system for my personal and professional life. It allows me to understand my workload, their priority, and due dates.

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I use importance and effort metrics (scores) for each task to understand what is truly necessary in my life to work on. It negates the FIFO (first-in, first out) paradox that has plagued millions of people. Instead, it allows me to take stock of what is on my plate, and then bite on what truly will move the needle for me, my team, my life, and my company.

With a limited appetite (at least for some), would you eat the veggies, fries, mashed potatoes and leave the sizzling steak? No, you wouldn’t (unless you are a vegan and ended up in the wrong restaurant).

Approach your work with a weighted vengeance – and encourage your team to do the same.

3. Align Passion and Skills to Purpose

The heart of human excellence often begins to beat when you discover a pursuit that absorbs you, frees you, challenges you, and gives you a sense of meaning, joy and passion.

“The most fortunate people on earth are those who have found a calling that’s bigger than they are—that moves them and fills their lives with constant passion, aliveness, and growth.” — Richard Leider

An ace team-member once told me that while she enjoys working for the company we both used to work at, she really hated anything to do with technology. She was more of a “people” person, and did not want to sit behind a desk sifting through lines of code.

What struck me was that she was in that role for more than a decade and had just spoken up. The good thing is she spoke up. She expressed her desire and interests. And it allowed her to get into a role of her liking within 30 days.

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Ask If They like What They’re Doing

If you, or a team member is frustrated, demotivated, or not performing at their best – one of the questions you should ask is whether they like what they are doing. Then genuinely try to help them get to the role they should be in (whether in the same team/company or not).

There’s a reason why 53% of Americans (and perhaps more or same across the globe) are unhappy at work. A butcher cannot be an ace salad maker. Pursue your passion – and help pave the way for your team. Unlock your potential and theirs. You will command and lead a supercharged team.

“Your time is limited, so don’t waste it living someone else’s life. Don’t be trapped by dogma – which is living with the results of other people’s thinking. Don’t let the noise of other’s opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary.” – Steve Jobs

The Bottom Line

Sometimes, passion has to be ignited. It is dormant, clouded by busy-ness, buried by wrong career choices, and plagued by non-supportive eco-systems. Some will climb out of it, but we as society — and in the case of business teams — incumbent upon the manager/CEO/leader to foster, grow, and nurture the employee.

Teach her the ropes. Show her the path. Advise him as you would yourself. Let them lead, and make mistakes. Do not fear them, rather make them the leader you would want to become.

For your not-so-great team members, understand that it is not personal, it is just not a good fit. Help them move on to the pastures they would be fit to graze on. Hence, hire slow (and fire fast).

Your team is a reflection of you. Boosting their confidence and helping them achieve the impossible is motivation. Focus on that, and you will have a productive team that you and your company will be proud of.

More Resources About Team Management

Featured photo credit: rawpixel via unsplash.com

Reference

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