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How to Move Forward Once You Achieve a Big Goal

How to Move Forward Once You Achieve a Big Goal
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    What do you do once you achieve your big goal and make it to the top? This can become a big problem if it looks like the only way you can go is down. Professional athletes and aging celebrities all face this issue. The problem can be one of maintaining the position if this is what you want or figuring out where to go next while avoiding a big let down.

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    There are various strategies for maintaining a position once you have achieved a milestone. Steve Rubel recently wrote about Jay Leno’s approach to avoiding complacency and constantly working hard to keep putting out great product – jokes in Leno’s case. So long as Leno is able to maintain the lead, he will be able to retire from the top spot at a time of his choosing – much like Johnny Carson did.

    But what if you don’t want to stay in the same place? Or, what if there is too much competition like there is in professional sports so that retiring at a late age can never become a real option? What if your goal was a one shot thing like completing a marathon? Something much more common is meeting a weight-loss goal. Once a dieter reaches the magic number, he or she feels good about the accomplishment and no longer feels as motivated to work at it. This leads to the stressful and demoralizing yo-yo diet effect where large swings in weight can also lead to serious health consequences.

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    There are some excellent strategies for moving forward while avoiding the slippery downhill slope once you reach a big goal. The most successful strategies are all based on somehow growing as a person. These strategies are as follows:

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    1. Set a new (bigger) goal. This works well in areas where there is room for expansion. It is a popular one for entrepreneurs with many who seem to bet the bank on the next bigger deal. There is always a bigger deal that can be made and the cycle can become endless.
    2. Move the original goalpost further out. Similar to the previous strategy except it is based on expanding the original goal rather than looking for a different bigger deal. For someone who has completed a marathon, the idea would be to work toward completing an overnight ultra-marathon.
    3. Fulfill an Unrelated Childhood Dream. Achievers often focus in an area while neglecting other interests. Once a big milestone has been achieved, why not go out and pursue a childhood passion? One of our colleagues did just that when he took two years out of the industrial equipment business to go and drive Greyhound buses through scenic routes. He would have done it for free since he dreamed of driving a big bus when he was a kid. He got his fill and went back into the industrial business rejuvenated having fulfilled his childhood dream.
    4. Quit. Yes, this might be a good option if you had to go through hell to achieve your goal. Suppose you bought and operated a small coal mine and now have a full bank account along with a bad case of black lung. Let’s say you’ve had a popular blog or program running for a few months or years and met your goals. Or have your third book published and are not super keen on writing a fourth one. It is often better to quit while you are ahead and leave on a high note. A completed goal does not need to automatically need to lead to a new one. Take a break, smell the roses and don’t worry about rushing into a big new adventure right away (if ever again).
    5. Join the Community. Let’s say you completed a marathon or met a weight-loss target. Join or stay with a club you already joined even if you don’t have a current goal. Help others achieve their goals and learn from your experiences. Chances are you’ll stay in shape and maybe set a new goal in the area if it serves your interests.
    6. Become a Sportscaster. Many athletes stay productive after achieving a big goal by getting involved in different activities that are in the area they love. This strategy basically involves staying in the loop.
    7. Don’t Let it Die a Slow Death. If you are finding that your career has peaked, be careful to avoid becoming a casualty of a slow painful death. Keep going, change goals, quit or stay involved in a different capacity but don’t achieve your goal and then let things slowly crumble because it could suck the life out of you in the process. Too many people experience the letdowns associated by passing their peak without having established someplace else to turn.

    These strategies can also work for anyone who has not yet met a big goal or figures out there is no viable way to reach it. Make the necessary adjustments to the goals so they can become achievable. Gene Roddenberry hasn’t been to another planet but he built a Star Trek universe. He turned his dreams into reality in a way that was doable.

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    Our focus here is on those of us who have met one or more big goals. If the goal was a worthwhile one, it likely would have taken a great deal of effort, passion, time and money to complete. Setting and achieving big goals usually involves enormous personal growth. Once the goal has been met, the growth shouldn’t stop. Growth can be in the same area or in new areas. But be careful to avoid the opposite effect – personal shrink.

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    Last Updated on August 16, 2018

    10 Huge Differences Between A Boss And A Leader

    10 Huge Differences Between A Boss And A Leader

    When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

    However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

    You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

    A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

    Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

    1. Leaders are compassionate human beings; bosses are cold.

    It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

    Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

    Does acting human at the office sound silly? It’s not.

    A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

    If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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    2. Leaders say “we”; bosses say “I”.

    Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

    Let me explain:

    A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

    A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

    3. Leaders develop and invest in people; bosses use people.

    Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

    Instead of using others or focusing on your needs, think about how you can help other people grow.

    Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

    Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

    4. Leaders respect people; bosses are fear-mongering.

    Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

    A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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    What’s the bottom line?

    Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

    5. Leaders give credit where it’s due; bosses only take credits.

    Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

    Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

    You might be wondering how you can get started:

    • Begin by simply noticing which team member contributes what during your next project at work.
    • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
    • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

    6. Leaders see delegation as their best friend; bosses see it as an enemy.

    If delegation is a leader’s best friend, then micromanagement is the enemy.

    Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

    Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

    Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

    In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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    Learn how to delegate in my other article:

    How to Delegate Work (the Definitive Guide for Successful Leaders)

    7. Leaders work hard; bosses let others do the work.

    Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

    Here’s the deal:

    Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

    The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

    8. Leaders think long-term; bosses think short-term.

    A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

    Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

    For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

    9. Leaders are like your colleagues; bosses are just bosses.

    Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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    Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

    As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

    10. Leaders put people first; bosses put results first.

    Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

    Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

    Here’s what I mean by process over people:

    Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

    Learning to be a leader is an ongoing adventure.

    This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

    Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

    Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

    For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

    Featured photo credit: Unsplash via unsplash.com

    Reference

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