Goal Settings

goal settings

How many times have we heard those words: Goal Setting?  Probably far too many to count.  We all set goals from trying that fabulous new Thai restaurant to landing a promotion.  But how do you know if your desire is worth the effort of setting a goal?  That takes a little soul searching.  I recently read a fantastic article on Business Woman Magazine by Sylvia Hepler that asks all the right questions to help you set your goals and more importantly differentiate between goals and desires.

Some things you need to take into account include your values, focus, time, energy, money, self-sacrifice and finally what Hepler calls your ‘big picture’.  Taking the time to sort out the answers to the questions asked in the article can bring clarity to the often fuzzy concept of goals.



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Developmental Goals for the Work Place

goals

Photo credit: Franz Pfluegl

 

Employees might occasionally feel adrift from what’s going on around them, inside the organization. It might, at times, be because of a lack of motivation or an incapability of achieving professional objectives laid out by a company. The feeling of not having the ability to live up to a person’s professional potential definitely would cause poor appraisals, which consequently, would leave a negative impact upon a person’s career expansion. It’s why it’s very important to concentrate on developmental objectives at work.

Goals have to be specific: Establishing goals includes identifying what you wish to accomplish, why you want to accomplish the same, what all might be included in accomplishing the goal, probable obstacles which might act as an impediment, as well as at last, the benefits which might accrue upon its accomplishment.

Goals have to be measurable: You ought to have the ability to measure how much you’ve progressed or achieved in the development objective for work which you’d established for yourself. Measurable objectives allow you to comprehend whether or not you’re on course and where you’re lagging.

Goals have to be attainable: Those developmental objectives you establish for yourself should be challenging. However, one must make sure that the objective isn’t too ambitious. It would, to repeat, include a fair assessment of a person’s own abilities in recognizing the developmental objectives.

Goals should be relevant: Relevant goals are those that have significance and the probability to enhance a person’s stance at the work environment. It also should be in tune with a person’s resources and capabilities.

Goals should time-bound: The establishing of realistic time limits allows you to examine how far you’ve progressed. Whether your goal has been accomplished within your stated time or stretched beyond, as well, is a key pointer upon where you might have gone awry along your course.



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Live Your Legend and Live Big

I have been following a young guy by the name of Scott Dinsmore for some time now. Actually it has been about a year but it feels longer. You know when someone strikes such a strong cord with you, you feel like you have known them a long time. That is my relationship with Scott Dinsmore.

In my researching of new products that compliment the business coaching and  planning niche that I love so much.  I was looking for a product or professional to go deeper into the “Mindset” area. I  feel so strongly about the value of “head-space” or mindset, what ever you want to call it. If you don’t have your head in the game, it just won’t work out so well.  As a recovering HR Executive I heard so many people  talk about “hating”their job and my response always was – Find one you like then.  That seemed like such a foreign concept to so many, which surprised me then and baffles me now. Information as never been easier to get and opportunities abound, but you have to want it.  Some people have that desire deeply embedded in their DNA, like Steve Jobs, Richard Branson and maybe Martha Stewart, but others need a thinking partner to bring out the best you have to offer.

Back to Scott Dinsmore.   He has a program that I thought might be a great addition to my work, so I bought it.  Wow is all I can say.  I have become an affiliate of his and I hope to actually do some work with him in the not so distant future. I can see how his work will be a great addition to my TEVO Small Biz Boot-camp series of programs. What I love about his work is the non nonsense type of advise he gives. He is a young guy with a wide open spirit. He is accountable to himself and his family and he holds himself fully capable. There I have put all my coaching jangle in one sentence, but I get jazzed reading this guy.

If you are thinking of doing something different, but are afraid, (no judgement intended here but often we are afraid to make a giant change because of fear of failure, fear of disappointing others around us and fear of the unknown) or if you want to take what you are doing and make it bigger, this is a great program for you. I couldn’t have done it better myself. I am happy to share the link for his program and I am sure you will not be disappointed.  You can find his program Click Here!.

 

Enjoy

Judy



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I See Light at the End of the Tunnel…… Holy Crap It’s A Train

Do you feel like that with your business?   I have certainly had days where there is so much going on I don’t know where to start. In the early days of my business, I could see all the opportunities that were available to me but I just didn’t know where to start.  So I often entertained myself with learning new stuff. I am a “research junkie”. When I get stressed I learn, when I am happy I learn and I get a ridiculous high from knowing new stuff.  That’s all great but how do I make money with all this  new stuff??? I have heard it called “shiny object syndrome”.  What, squirrel……

Thank goodness that was  long time ago and I now have a plan that keeps my inner urges to learn under control (well maybe almost), but I have been able to put a format together that makes sense from a business perspective. I can use my need to learn as part of my business and create products and services that shares all the good stuff, without people like you having to sit through all these seminars and webinars. I have tested the materials and created programs to help people like you to move forward in your business. Nothing better than learning from someone who has been there and really gets the frustration, fear and exhaustion of doing your  business all by yourself.

Let me tell you a story that just happened today. I am also an executive coach, so when one of my friends gets into a pickle they call knowing I will give them the straight goods. This friend of mine called today to try and understand a past trauma that she had experienced. She also told me about some really cool stuff she was doing in an effort to move forward. I asked her if she would like to make her move forward plan something to build on.  (She was talking about taking her experiences as an executive and turning them into stories. I said  Huh, #Patrick Lencioni made a fortune doing that. Maybe you could be a writer.  She said “oh I don’t think I could do that.” Of course as a coach my response was why not?She said I am better at talking than writing. I have great stories though and I have a lot to teach.

My response; So, why don’t you  record your stories  and send them to a transcriber. I do that all the time. It will cost you under $20.00 and I have a name for you. If you do this a bunch of times you have an book. Get it put into the right format for Kindle or some other ebook reader and Bob’s your uncle – you are an author. By the way,  I have a name for that service too. You can also have a book cover made for under $20.00 so you can make it look real spiffy.

My friend was gob smacked. She said “I had no idea you can do that, I am so excited” She was so busy thinking about going forward that she had completely forgotten about  her worry about the past. Now, that will rear it’s ugly head again, but nothing beats feeling bad about something with an exciting new project and success.  So this is how I use my learning to help others.

I recently put out a fabulous 24 page resource guide with the top  tools and apps that I have gathered in my travels while learning from some  top professionals.  Many of these I have used myself but they are all tried and true. In the early days I spent a fortune trying to secure these resources.  These are so amazing. This is my gift to you if you feel that the light at the end of the tunnel is a train. Even if you are not overwhelmed, you will enjoy the material.

I will keep you posted on other ways to keep that light at the end of the tunnel , optimism and not a fatal locomotive.  It is my job to Grow Businesses and Empower People.

 

 Click the following link for your free Killer Tools and Apps – Your Life Just Got Easier  report

bit.ly/PFDZ50

 

 



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Crucial Time Destroyers and the Importance of Time Management

timeA common group of examples of huge time destroyers will include:

Work overload

Unwanted callers

Unfinished tasks

Socializing

Friends

Desktop management

Responsibility vs. authority

Crisis management

Resource issues

Poor planning

Poor leadership

Poor information

Being disorganized

Action chasing

Inability to say no

It’s difficult to manage your time if you don’t make an attempt to see exactly where your time management capability is low. Preferably, this will point to keeping some type of diary of your tasks.

If a time management diary is sustained, personally or in any industry, then we’ll find that, the list, and many more will apply. Several upon the list are very prevalent and most provide more influence than other ones. The first step is usually to comprehend either that they already exist or if they imply a probable future threat. The minute it’s been carried out, it’s then a matter of placing multiple good practices into position to either eradicate them or lessen their impact.

If you’re familiar with the Pareto principle you’ll see that boosting the leading twenty percent may well offer an eighty percent benefit. In other words, we could usually invest eighty percent of our time upon the more insignificant things in life. If we could boost our productivity while we do these top twenty percent of activities, we should increase our overall time management.

As with the example of the inability to say no, learn to say no if the request takes up too much of your time, making it difficult to finish other more important tasks.

How you perform these time management techniques is going to be based upon the situation. For instance, will it be on a corporate level, family level, team level or personal level? The importance of time management will be as applicable to college students as the person in business.



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Are You Carrying the Burden of Goal Setting in Performance Discussions?

Is it that time again? Do I have to have another conversation with Melissa? Didn’t we just have one?

There are some employees that require a lot of support, while others are considered “low maintenance”. Why is that? You just had what you thought was a good conversation with Melissa in the past few weeks but the issue is back. You would like to say what was on your mind with some candor but you know that would involve  a rather pointed conversation with the union rep or HR.  Both groups won’t have nice things to say. I recently heard a comedian talking about marriage in the same way. When your spouse asks you a question, you always give them the second answer that comes to your mind as the first answer is always the wrong one. Working with employees, especially challenging ones is the same.

Performance Management is a process that is used in all workplaces, regardless of how big or small your group is. I do believe this process is under some significant changes that are actually going to make everyone happy, but just not in the early stages of the change. Change is hard for 90% of people. We all know this but when it happens, even for the better, we yearn for the good old days. Let me tell you what I mean.

In years (months) gone by it was the job of managers to tell employees what to do, how to do it and when to stop doing it. I know that is really a great oversimplification but essentially managers were held accountable for how the jobs were done. The change we are experiencing now is that  managers are responsible for what is done and the employees are accountable for how it is done.

Let me give you an example to make my point clearer. Your team has been given a new sales target to accomplish. Your team is responsible for  increasing the sales of your widgets by 15%. In the past the sales manager would tell his or her employees the targets and then tell them how to go about doing this. For some this approach was very helpful and for others it was demeaning or insulting. More managers are now using a coach approach to manage performance on a more regular basis which will reduce issues from building over time, while creating a learning environment for both managers and employees.

How this coach approach works is, the manager meets with his staff to tell them about the sales target changes. He then facilitates  a meeting where the team is encouraged and expected to create some new ideas to meet these goals. The managers role is to keep the creative process going and to encourage innovative thinking. The employees are being given a chance to influence their future by looking at how these targets can  be met using tools and techniques they currently have or will need to learn. This  approach recognizes the competency of the employees while asking them to step up their game by participating in the process. Employees are more likely to try new ideas if they have been generated from the team who actually is expected to implement .  The manager/coach’s role is to maintain a creative and open environment where feedback can be used and worked with to meet the challenges.

Okay, now back to our first scenario where you have an employee who you have given a solution to and they agreed it was the right thing to do but at the next opportunity they didn’t follow through. Given our discussion above what would you do differently?  (This is my favourite coaching question) Let me give you some questions you can ask repeat offenders of discussions that go nowhere fast.

There are 3 rules when you are coaching difficult employees.

1.  Don’t be uncomfortable with silence. When you ask them a question, wait for the answer. If they say they don’t know, tell them to think some more and you wait. Silence is Golden.

2.  Keep asking them questions until they engage in the process. (this will take a bit of time for them to get used to this process as they have always been under the impression their Silence was Golden.

3. The conversation is held privately.

I am going to give you a sample of questions for you to try when you are having a conversation with someone who has been making repeated mistakes and you have coached, counselled and told them what to do. Ideally this will be the first thing you do when someone needs some support. The example I will use to make this as concrete as possible is a sales target missed after 2 months.

So Bob I need to talk to you about your sales for the past few months. We spoke last month about some ideas I had for you to meet your numbers but I see that didn’t work for you as your numbers continue to be about the same as last month, which unfortunately is below target.

So let’s take this time to  brainstorm some ideas to get your numbers up, assuming we are in agreement you are interested in improving your numbers. We do have a brief window of opportunity to make this change but I would like to get a clear idea about what is working and what is not working for you. I am going to ask you some questions to help me understand your process and maybe through this discussion you will be able to see some opportunities.

Okay, take your time while answering the questions.

1.  What is working well right now. When you are making sales to customer X and Y what technique are you using?

2.  Tell me about the clients you have not been able to close. Walk me through that process from beginning to end.

3. What do you think the roadblocks are?

4.  What have you done to assess this issue?

5. What have you done differently to adjust to the sales target increase?

6.  What will it take for you to increase your sales?

6.  What do you need from me?

These are just some generic questions that will help to understand the issue. Is  the issue a skills, technical or attitudinal issue. As these questions get answered you can assess what next steps need to happen. Prior to having this conversation you are making a number of assumptions  on where the issue is without having a full understanding..  This is a big opportunity for all managers to reduce the personal and professional stress of mind reading  and always coming up with the magic solution. Take the time to learn how to coach and it will save you your sanity. I promise…….

 

 

 

 



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11 Steps to Insane Focus: Do More of What Matters


 

 

 

 

 

 

 

The Power of Focus

“One reason so few of us achieve what we truly want is that we never direct our focus; we never concentrate our power. Most people dabble their way through life, never deciding to master anything in particular. ” -Tony Robbins

Written by Scott Dinsmore

This morning I woke up, brewed some Yerba Mate, caught a glorious rooftop sunrise and proceeded to get more done before breakfast than I had in the past 4 working days combined.

How about you? How many important things did you get done last week? I mean the things that actually got you closer to your biggest goals and dreams.

Take a minute to think about it and write a couple down. How many did you come up with?

For many the answer is few if any at all. Why?

In a word: Distraction.

Lack of focus is the most common killer of making things happen.

In the last 10+ years there’s been an unconscious shift from encouraging focus to condemning it. It’s happening without us knowing and we’re all likely victims. As soon as multitasking became possible and encouraged, our focus died.

Mine certainly did.

We have to fight our very best fight to get it back.

Leo Babauta is leading the charge with his latest book, Focus which is more than worth the read. I hit up a sweet barefoot run with Leo last week where he filled me in on some of the good stuff. Unbelievably powerful.

Without focus we are headed for disaster and the consequences are as dangerous as they come.

What’s the biggest risk of losing our focus? Wasting our time and living a meaningless life.

The solution is to simplify. Get back to the basics of doing the important.

Here’s a brief 11-step guide to reclaiming insane Focus.

1. Know what actually matters. Be honest with yourself about the actions that truly move the needle in your business and your life. An 80/20 analysis is a great place to start. If you’re stuck, just think of the tasks you fear the most–that give you anxiety just to think about. Those are likely the most important.

2. Pick your top 2-3 core tasks each day. These are the things that must happen no matter what. If you get these done your day is a success. Stick to no more than three, or better yet one. They must move you closer to your big goals. Checking email does not count.

3. Do them first thing. For me writing is one of my core actions, so I write for an hour or so as soon as I roll out of bed or after my morning workout (it’s 5:45 am right now). The longer you wait, the more distractions will intrude. Nothing happens before these get done.

4. Do not connect to anything until your core tasks are done. Don’t convince yourself you need the internet or email to do your most important tasks. 95% of the time you don’t. Leave the internet off and phone on airplane mode until you crush through the important.

5. Kill multitasking. Stop thinking it’s more efficient. It’s not. No surfing during phone calls, reading during meals, chatting while writing. Do one thing at a time. Simple. Not only is multitasking terribly inefficient but it stresses you out and it’s rude to anyone around you.

6. Turn off email and notifications (and anything else that interrupts you). When you sit down to do something, nothing else gets attention. Just because someone decides

to email, chat or call you, doesn’t mean it’s more important. Those things can wait. But if you know they are waiting there, you’ll be too tempted. Avoid temptation at all cost. We are too weak. I don’t trust myself with email on my iPhone so I totally removed it.

7. Don’t check email in the morning. This is the most effective (and difficult) single practice I’ve found. I know every one of you have heard this one. So why doesn’t anyone actually do it? It will change your life. It feels terrible to know we’ve spent a couple hours refreshing and going in and out of email without really getting anything done. I assure you that if you check it, you won’t be able to help yourself, and you’ll stumble face first into the worm hole. So don’t even open it until you have a few hours of focused action under your belt (this is at least 11am for most).

8. Batch your emailing to two times a day MAX. Maybe 30 min before lunch and 30 min late afternoon. If you need an email for your core task, do not go to your inbox. Go straight to the search feature and find it. If you need to write an email as a core task (which should very rarely be the case), write it offline in a simple program like notepad. Save reactionary items for after you get the important done.

9. Try to get less done in a day–practice Slow Working. Don’t fill every moment of your calendar with tasks (this is a huge one I’m working on). You’ll be stressed and rushed the whole day. Slow down and move through your core tasks calmly. Then maybe you do a few more things with the remaining time but don’t cram them in. If you do, you’ll always feel behind.

10. Plan more time for each task. This is the easiest way to alleviate the schedule. And things always tend to take longer than we think. If your core task will take you 45 minutes, then block out 90. Actually schedule it on your calendar. If it only takes you 40 minutes then suddenly you have free time–how freakinawesome (and rare) is that!

11. Take breaks and reward yourself. Most of us can only intensely focus on something for an hour at best. Take at least a few-minute break every 30 or 60 minutes to clear your head. I love going up to my rooftop for a couple deep breaths and a view of the Golden Gate. Find a fun way to get you free and clear. Take a walk, meditate, feed the ducks, breathe, get a snack or some water or listen to an inspiring song. You pick.

Do the above and your day will be a victory before most people wake up.

It’s a pretty awesome feeling. You’ll get way more done than you planned but your mind and schedule will also be clear to enjoy life a little more. Few things feel worse than an unproductive day. Nail your big things early and use that energy to take the rest of the day by storm. Take a walk with your wife, play with your kids, go down to the beach and read. Do whatever you want. That’s the point.

Enjoy having nothing to do.

When was the last time you had nothing to do? Many of us can’t remember. It’s because we set our days up for failure. With more tasks than we could ever accomplish and loads of wasted time in between. Filling every second of your day will do this. With the above, you’ll suddenly have time to spend in your own way. That’s when your mind really starts to have some fun. The big ideas will begin to show up.

We are addicted to wasting time.

Realize that mindless work is an addiction. It’s just as dangerous as smoking or alcolhol. I’m not kidding. Email, Facebook, twitter, texting, surfing, news–it’s all a deadly serious addiction. We just think it’s ok because everyone else around us is wasting their life on it. If everyone started smoking tomorrow would you start? That’s what I thought.

The path to freedom can be difficult to see, mostly because the world is telling you it’s not there. A path begins by walking. These addictions have caused us to lose our way and most importantly, lose our focus. We avoid the present. We avoid what matters. And we avoid what’s right in front of us. Be it a sunset, your husband or that client call you’ve been putting off.

With pure focus we can be unstoppable.

You’ll get more done in a day than most get done in a week, with time left over to savor the subtleties of life you forgot you enjoyed so much.

When in doubt, ask yourself “Am I wasting my time to avoid the important?” Be honest. You’ll know the answer. Do something about it.

 

 

 

 




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The Top 10 Ways to Get What You Want Out of Life!

I have spent the last 20 years researching and working in a field that helps people live their dreams. By assisting people with creating exciting goals, reducing distractions and aligning beliefs and values, I ultimately help them get to the most important part—achieving their goals.

For my clients the most significant aha! moments often occur when they realize why they have been unable to meet the goals they set out for themselves year after year. The primary reason is that their goals are out of sync with their personal or professional values and beliefs. Understanding this can serve as a catalyst for approaching your personal or professional life planning in a different way—a way that will dramatically increase your success rate.

If your goals often get away from you, then the following 10 steps will be very helpful. This list is based upon challenges my clients have faced and learned from over the years. I know it works, and I am only too happy to share it with you.

The Top 10 Ways to Get What You Want Out of Life!

(a.k.a. 10 Key Considerations for Making Plans and Goals)

  1. Make sure your goals are actually yours. They cannot come from other people’s expectations or desires.
  2. Stay out of the past. The present and the future are very important, and the past has already happened. As they say, “It is a new day.”
  3. Make sure you keep your ideal life clearly in your mind. You need to keep a close comparison of the ideal and your daily life. This is the stuff that keeps you on track.
  4. Understand clearly what makes you happy.
  5. Do you know where you want to go in life? This is your life plan. It is really important to have a life plan that resonates deeply with you.
  6. Make sure you live your life to make your personal or professional plan come to life.
  7. Are your goals in alignment with your values? Are you clear about what your values are?  You need to revisit them regularly to make sure you are moving in the direction you really want.
  8. Examine your beliefs. Your thoughts become your beliefs. Your beliefs become your behaviour. Your behaviour becomes your actions. Your actions become your life. How about those beliefs? Do you have any that aren’t working for you now? Are they getting in the way of your success?
  9. Never, never limit your potential. There is very little you can’t do, and even that is debatable. It’s all about alignment.
  10. Keep your negative thoughts, limiting beliefs and self-sabotaging behaviours under control.

After reading this list, what are you going to do differently?

What is your first step, and when are you going to have that completed by?

These action questions should follow any new plans you decide on. You will find the whole process much more invigorating once you have adopted the 10 Key Considerations to Making Plans and Goals.

Please share your success stories about how these simple but effective tools have moved you from frustration to action.

Read more about Planning or Leadership.

P.S. Want to share this post? Please do. Just be sure that it remains intact and includes the following bio. Thanks!

About Judy: Judy Mackenzie, MBA, CHRP, CEC PCC, owns and operates TEVO Consulting Inc. (www.tevosmallbiz.com), providing services and guidance to small and medium businesses. TEVO’s mission is to assist companies in reaching their strategic goals by developing leadership and people management systems that allow employees to be at their best. Judy believes engaged employees are fundamental to business success, and she designs support and management systems to help people and companies achieve their full potential.



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Do YOU Have Clear, Written Goals?

A Harvard Business School Story

the bestseller book by Mark McCormack

In What They Don’t Teach You At Harvard Business School: Notes From A Street-Smart Executive by Mark H. McCormack, the author tells of a study conducted on graduates of the 1979 Harvard MBA program. Those graduates were asked, “Have you set clear, written goals for your future and made plans to accomplish them?” Only three percent of the graduates had written goals and plans; 13 percent had goals, but they were not in writing; and a whopping 84 percent had no specific goals at all. Ten years later, the members of the class were interviewed again, and the findings, while somewhat predictable, were nonetheless astonishing…

The 13 percent of the class who had unwritten goals were earning TWICE as much, on average, as the 84 percent who had no goals at all. And what about those who had clear, written goals and plans for accomplishing them? That three percent were earning an average of TEN times as much as the other 97 percent… put together!

In spite of such proof of success, most people don’t have clear, measurable, time-bounded goals.


In the bestseller Goals! How to Get Everything You Want-Faster Than You Ever Thought Possible, Brian Tracy teaches how to identify in the clearest terms the things you want out of life and how to make a plan to help achieve those things. He includes the following list.

Four Reasons Why People Don’t Set Goals

  • They don’t realize the importance of goals. If the people with whom you spend the most time—family, friends, colleagues and so forth—are not clear about and committed to specific goals, there is a chance that you won’t be, either.
  • They don’t know how to set goals. Some set goals that are too general. In reality, these are fantasies common to everyone. On the other hand, goals are clear, written, specific and measurable.
  • They fear failure. Failure hurts, but it is often necessary to experience failure in order to achieve the greatest success. Do not unconsciously sabotage yourself by refusing to set goals for which you might fail.
  • They fear rejection. People are often afraid that if they are unsuccessful at achieving a goal, others will be critical of them. This is remedied by keeping your goals to yourself at the outset; let others see your results and achievements once you’ve accomplished your goals. 

Make a habit of daily goal setting AND achieving, for the rest of your life.

Focus on the things you want, rather than the things you don’t want.

Resolve to be a goal-seeking organism, moving unerringly toward the things that are important to you.

Have these tips motivated you to set some goals? Do you have any goal-setting success stories that you’d like to share? Please speak your mind below.

Read more about Planning or Leadership.

P.S. Want to share this post? Please do. Just be sure that it remains intact and includes the following bio. Thanks!

About Judy: Judy Mackenzie, MBA, CHRP, CEC PCC, owns and operates TEVO Consulting Inc. (www.tevosmallbiz.com), providing services and guidance to small and medium businesses. TEVO’s mission is to assist companies in reaching their strategic goals by developing leadership and people management systems that allow employees to be at their best. Judy believes engaged employees are fundamental to business success, and she designs support and management systems to help people and companies achieve their full potential.



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Are You Satisfied with How Your Employees Are Performing?

Image via Wikipedia

It’s performance management time and everyone is just thrilled to be part of the process. People love to get feedback, and managers are just itching to have those constructive feedback discussions with their fully engaged employees…

Not so much, I get it. For the past several years I have worked with companies both large and small to deal with this very issue, and believe it or not, we are making some serious inroads into this area without a great deal of kicking and screaming in the process.

What most managers and employees loathe about performance management is the subjective nature of the process, and yes, there will always be some of that. However, the bulk of the process should be very clear and easy if you are working within an accountability and responsibility framework. This process involves a cascading concept that takes the executive’s accountability and breaks that down, distributing it among the different departments and the managers within those departments. Then those managers cascade their responsibilities down to the people who do the operational and tactical work.

Requirements for a Successful Accountability and Responsibility Framework

What makes this system work?

  1. The relevancy of the document you produce. Everyone is interested in this framework, since its structure and “moving parts” support the vision at the top.
  2. Clarity about departmental and individual accountabilities. Who does what, and what can I count on you for?
  3. The performance management system is based upon this accountability and responsibility matrix, and you are working with real behavioural indicators to prove success. This helps keep the subjective part to a minimum.
  4. All parties know what is required and what is being managed.
  5. Employee engagement roars ahead as everyone is feeling in the loop and clear on what is required. (Success breeds success.)
  6. Tough conversations are replaced with brief coaching sessions.

And before you know it your productivity is up, employees are happy, and managers are less crazed!

Although I have made this sound simple, it is in fact a very manageable process to undergo. Each company I have worked with actually takes this system and applies it to job descriptions, performance management and pay-for-performance programming.

Related Articles

Have these tips motivated you to set some goals? Do you have any goal-setting success stories that you’d like to share? Please speak your mind below.

Read more about Leadership or Planning.

P.S. Want to share this post? Please do. Just be sure that it remains intact and includes the following bio. Thanks!

About Judy: Judy Mackenzie, MBA, CHRP, CEC PCC, owns and operates TEVO Consulting Inc. (www.tevosmallbiz.com), providing services and guidance to small and medium businesses. TEVO’s mission is to assist companies in reaching their strategic goals by developing leadership and people management systems that allow employees to be at their best. Judy believes engaged employees are fundamental to business success, and she designs support and management systems to help people and companies achieve their full potential.

 



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