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How I No Longer Fail My New Year’s Resolutions

How I No Longer Fail My New Year’s Resolutions

If you think, right now, of your New Year’s resolutions, what would you say about them? Would you jump up on your feet and enthusiastically start talking about your progress? Or would you barely remember them, thinking that this is yet another year you didn’t keep up with your promises?

If you don’t fire out all your goals straight away, or if you don’t feel really great about your progress, then I encourage you to read some tips on how to achieve your New Year’s resolutions. They really improved my progress, and I hope they will inspire you to make a new, fresh start.

Years ago, I was all excited when the New Year came, talking to my spouse about what I am going to accomplish that year. But a few months passed, and I had already forgotten more than half of my New Year’s resolutions, while the other half had not been even remotely achieved. One day, I stopped, thought about all my goal-setting strategy, and completely changed my approach. I became much more systematic, and the results showed very quickly: now I achieve more than 90% of all my New Year’s resolutions! So what have I changed?

1. Write down your resolutions

When I first wrote all my New Year’s resolutions down on paper, I felt a little bit foolish, thinking, “I know them all anyway, why bother writing them down?” It took me more than half a day! But it was worth doing. Why?

Writing your resolutions down on paper makes you far more committed and far less likely to forget them. Just think of what happens when you go shopping without your list. You forget to bring home half of the things you need.

Statistics show that people who write their goals down are 80% more likely to achieve them than the people who don’t.

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2. Put your emotions into your resolutions

There is a way to empower your goal setting: when writing goals down, put all of your emotions into them. Imagine the happiness when you pass the exam, imagine how you feel when you put your hands on the leather steering wheel of your new car, smell the fresh color of your newly renovated apartment.

I found out that if I can’t feel my goals when writing them down, then those goals are not really what I deeply wish to happen. So, whenever you write your goals, imagine how you will feel once you reach them.

3. Break it down

Have you ever tried to eat a whole apple in just one bite?

It works the same way with your goals. Break them down into small, managable pieces. See what you can achieve in the first 3 months, then what you can achieve in 6 months, 9 months, and finally in a year.

The feeling of succeeding at each step on your way to your New Year’s resolutions is so rewarding that you will enjoy the journey, not just the final victory.

4. Set up specific days

Last year I decided to gain some muscle mass. I knew I had to do my exercises regularly (apart from taking great care with my diet), not allowing myself to make any excuses. So I set up specific days when I would go to work out.

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I highly encourage you to set specific days or specific hours when you do the things which will bring you closer to your goals. You might set up half an hour every morning to read a motivational book, or go jogging 3 times per week.

Stick to your routine, no matter what. Once you get into a habit, the habit becomes part of you, and suddenly you start to do it naturally.

5. Measure your progress regularly

I do my body scan at least once a month to measure my progress in gaining muscle mass so that I can do some minor corrections in my exercise and nutrition routine, if necessary. Measure your progress on your way: how much weight you lost last week, what is the progress of your sales skills, how much money you saved this month, etc.

6. Show your New Year’s resolutions to your spouse/best friend

When you show your resolutions to your close friend, it automatically makes you feel much more committed. I show my New Year resolutions to my spouse and my children, and if you have children, you know that they can be really tough judges!

You can even take it a step further: write some of your goals on your Facebook profile!

7. Use the rule BE, DO, HAVE

We usually think of what we want to HAVE: more money, more freedom, more love, etc.

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When writing my goals I always ask myself what kind of a person I have to BE first, in order to DO things in a certain way which will lead me to HAVE a desired thing. Start thinking in the “BE, DO, HAVE” way, and your effectiveness will significantly improve.

8. Put just a little pressure on yourself

We all procrastinate, sometimes. How can we avoid it?

Pay some cash to your spouse/best friend/your children when you don’t keep up with your promises. If you don’t want to be broke, you better keep doing what is necessary to reach your New Year’s resolutions. I keep my “procrastination money” well in control.

9. Make a dream board

Go to Google, find out all the nice things you want to be, want to do, and want to have. Cut out a perfect body you want to have and stick the photo of your face on it, find a beautiful car you wish to have, whatever you wish. Place your dream board somewhere so that you can see it every day.

My dream board is hanging on the wall of my bedroom so it always reminds me where I want to be heading towards.

10. Reward yourself

Whenever I reach a significant step on my way to my New Year’s resolutions, I take my family to a nice restaurant. (My children always remind me if there is too much time between celebrations).

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Never forget to reward yourself when you reach a milestone on your way. It will make you proud of yourself and will increase your confidence.

11. Use visualisation every day

Every morning, I wake up half an hour earlier just to visualise all my New Year’s resolutions. I see them one after the other and I try to see all the details. I repeat the process when I go to bed.

Tip: When visualizing your goals, don’t make only static pictures, like a car and nothing else. See yourself moving in your pictures, see yourself driving that car. This technique was developed years ago by Russian athletic teams, and it is really powerful.

12. And finally: Find a mentor

If you have really high goals, you need some guidance. There is no better way to achieve your goals than to have a mentor who has already walked the way you are on.

This doesn’t mean that you need to have your mentor in person. I have a mentor for online marketing, but I have never spoken to him in person. I take advice from him via webinars and newsletters. You can even find your mentor in books or YouTube videos.

Put these things into practice, and I am sure that in a short period of time, you will notice significant progress on your way to accomplishing your New Year’s resolutions like I did. And when somebody asks you about your resolutions, you will jump up on your feet and excitedly talk about your great progress.

Featured photo credit: Pixabay via pixabay.com

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Last Updated on September 17, 2019

How to Delegate Work Effectively (Step-By-Step Guide)

How to Delegate Work Effectively (Step-By-Step Guide)

All managers and leaders must master the art of delegation. Understanding how and when to allocate responsibility to others is essential in maintaining a high level of productivity, both on a personal and organizational level. Knowing how to delegate is also essential for an effective leadership.

To learn how to delegate is to build a cohesive and effective team who can meet deadlines. Moreover, knowing when and how to delegate work will reduce your workload, thus improving your wellbeing at work and boosting your job satisfaction. Unfortunately, many leaders are unsure how to delegate properly or are hesitant to do so.

In this guide, you will discover what delegation really entails, how it benefits your team, and how to delegate work effectively.

The Importance of Delegation

An effective leader knows how to delegate. When you delegate some of your work, you free up your time and achieve more on a daily basis. Effective delegation also promotes productivity within a team by drawing on the existing skill set of its members and allowing them to develop new knowledge and competencies along the way. The result is a more flexible team that can share roles when the need arises.[1]

When you are willing to delegate, you are promoting an atmosphere of confidence and trust. Your actions send a clear signal: as a leader, you trust your subordinates to achieve desired outcomes. As a result, they will come to think of you as a likeable and efficient leader who respects their skills and needs.

Delegation isn’t about barking orders and hoping that your staff falls in line. A manager’s job is to get the very best from those under their supervision and in doing so, maximizing productivity and profit.[2]

Here’s an example of bad delegation:

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    Careful delegation helps to identify and capitalize on the unique strengths and weaknesses of the team members. Delegation also boosts employees’ engagement as it proves that the managers are interested in drawing on their talents.[3]

    The Fear of Delegating Tasks

    Delegation boosts productivity, but not all managers are willing or able to delegate.[4] Why? Here’re some common reasons:[5]

    • They may resent the idea that someone else may get the credit for a project.
    • They may be willing to delegate in principle but are afraid their team won’t be able to handle an increased degree of responsibility.
    • They may suspect that their staff is already overworked, and feel reluctant to increase their burden.
    • They may suspect that it’s simpler and quicker just to do a task themselves.
    • They dislike the idea of letting go of tasks they enjoy doing.
    • They fear that if they delegate responsibility, their own manager will conclude that they can’t handle their workload.

    Delegation vs Allocation

    Most people think that delegation and allocation are synonymous, but there is an important distinction to be made between the two.[6]

    When you allocate a task, you are merely instructing a subordinate to carry out a specific action. You tell them what to do, and they do it–it’s that simple. On the other hand, delegation involves transferring some of your own work to another person. They do not just receive a set of instructions. Rather, they are placed in a role that requires that they make decisions and are held accountable for outcomes.[7]

    How to Delegate Work Effectively (A Step-By-Step Guide)

    So what’s the best way to delegate work so you can fight the fear of delegation, build an efficient team and work faster? Here’s a step-by-step guide:

    1. Know When to Delegate

    By understanding how much control you need to maintain over a situation, you can determine the best strategy for empowering workers. There are 7 levels of delegation that offer workers different degrees of responsibility.

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    This brief video explains these levels and offers examples of when it’s appropriate to use each one:

    Delegation occurs along a spectrum. The lowest level of delegation happens when you tell other people what to do. It offers little opportunity for employees to try new approaches. The most empowering form of delegation occurs when you are able to give up most of your control over the project to the employee.

    Knowing how to delegate work helps you understand how to connect people with tasks that make the best use of their talents. When done properly, it ensures that you will get the best end-result.[8]

    When you’re deciding how to delegate work, ask the following questions:

    • Do you have to be in charge of this task, or can someone else pull it off?
    • Does this require your attention to be successful?
    • Will this work help an employee develop their skills?
    • Do you have time to teach someone how to do this job?
    • Do you expect tasks of this nature to recur in the future?

    2. Identify the Best Person for the Job

    You have to pass the torch to the right team member for delegation to work. Your goal is to create a situation in which you, your company, and the employee have a positive experience.

    Think about team members’ skills, willingness to learn, and their working styles and interests. They’ll be able to carry out the work more effectively if they’re capable, coachable, and interested. When possible, give an employee a chance to play to their strengths.

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    Inexperienced workers may need more guidance than seasoned veterans. If you don’t have the time to set the newer employee up for success, it’s not fair to delegate to them.

    You also have to consider how busy your employees are. The last thing you want to do is overwhelm someone by giving them too many responsibilities.

    3. Tell and Sell to Get the Member Buy-In

    After you’ve found the perfect person for the job, you still have to get them to take on the new responsibility. Let them know why you chose them for the job. [9] When you show others that you support their growth, it builds a culture of trust. Employees who see delegated tasks as opportunities are more likely to be invested in the outcome.

    When you’re working with newer employees, express your willingness to provide ongoing support and feedback. For seasoned employees, take their thoughts and experiences into account.

    4. Be Clear and Specific About the Work

    It’s critical to explain to employees why the project is necessary, what you expect of them, and when it’s due.[10] If they know what you expect, they’ll be more likely to deliver.

    By setting clear expectations, you help them plan how to carry out the task. Set up project milestones so that you can check progress without micromanaging. If your employee has trouble meeting a milestone, they still have time to course correct before the final product is due.

    This type of accountability is commonly used in universities. If students only know the due date and basic requirements for completing major research papers, they might put off the work until the eleventh hour. Many programs require students to meet with advisers weekly to get guidance, address structure, and work out kinks in their methods in advance of deadlines. These measures set students up to succeed while giving them the space to produce great work.

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    5. Support Your Employees

    To see the best possible outcomes of delegating, your subordinates need resources and support from you. Connect them with training and materials to develop skillsets they don’t already have.[11] It may take more time up front to make resources available, but you’ll save time by having the work done correctly. For recurring tasks, this training pays off repeatedly.

    Sometimes employees need a help to see what they’re doing well and how they can improve. Giving and receiving feedback is an essential part of delegation. This is also a good way to monitor the delegated tasks as a leader. While you can keep track of the progress of the tasks, you are not micro-managing the employees.

    Throughout the project, periodically ask your employees if they need support or clarification. Make it clear that you trust them to do the work, and you want to create a space for them to ask questions and offer feedback. This feedback will help you refine the way you delegate work.

    6. Show Your Appreciation

    During periodic check-ins, recognize any wins that you’ve seen on the project so far. Acknowledge that your employees are making progress toward the objective. The Progress Principle lays out how important it is to celebrate small wins to keep employees motivated.[12] Workers will be more effective and dedicated if they know that you notice their efforts.

    Recognizing employees when they do well helps them understand the quality of work you expect. It makes them more likely to want to work with you again on future projects.

    Bottom Line

    Now that you know exactly what delegation means and the techniques to delegate work efficiently, you are in a great position to streamline your tasks and drive productivity in your team.

    To delegate is to grant autonomy and authority to someone else, thus lightening your own workload and building a well-rounded, well-utilized team.

    Delegation might seem complicated or scary, but it gets much easier with time. Start small by delegating a couple of decisions to members of your team over the next week or two.

    More About Delegation

    Featured photo credit: Freepik via freepik.com

    Reference

    [1] BOS Staffing: 5 Benefits Of Delegation – Empower Your Team
    [2] Brian Tracy International: How to Delegate The Right Tasks To The Right People: Effective Management Skills For Leadership Success
    [3] MindTools: Successful Delegation: Using The Power Of Other People’s Help
    [4] Fast Company: The Three Most Common Fears About Delegation: Debunked
    [5] Leadership Skills Training: Delegation
    [6] Abhinav Jain: Delegation of work vs Allocation of work
    [7] Anthony Donovan: Management Training: Delegating Effectively
    [8] Management 3.0: Practice: Delegation Board
    [9] Focus: The Creativity and Productivity Blog: A Guide to Delegating Tasks Effectively
    [10] Inc.: 6 Ways to Delegate More Effectively
    [11] The Muse: The 10 Rules of Successful Delegation
    [12] Teresa Amabile and Steven Kramer: The Progress Principle

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