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Frontline Festival: Leaders Share Goal Setting Strategies for their Teams (and Themselves) post image

Welcome back to the Let’s Grow Leaders Frontline Festival. This month’s festival is all about goal setting (especially with your team) for the new year. Thanks to Joy and Tom Guthrie of Vizwerx Group for the great pic and to all our contributors! Next month’s Frontline Festival is all about creating connection. The question for the month is:  What have you done to create connection with your team? Submit your teamwork related blog posts and answers to that question here!

Jon Verbeck of JonVerbeck.com suggests that you set five shorter term quarterly goals with the correct specific numeric targets. Ensure the goals are aligned with the overall purpose and strategy of your organization.  Discuss the goals and objectives frequently as a group and be relentless in the pursuit of accomplishing them. Follow Jon.

Shelley Row of Shelley Row Associates gives a simple plan for following through on your important goalsFollow Shelley

Willy Steiner of Executive Coaching Concepts  shares five key steps to setting key goals along with some examples and motivational ideas. Follow William.

Beth Beutler of H.O.P.E. Unlimited is focusing on habits for herself and her team, rather than lofty goals. Regular weekly routines and consistent communication with team members move the needle for all of their connected businesses. Follow Beth.

According to Wally Bock of Three Star Leadership, here’s why you need a system to make sure your goals drive your behavior.  Follow Wally.

David Dye of Trailblaze shares a twist with Nine Ways to Motivate Employees when You Don’t Set the Goals. Follow David.

Nothing can stop the man with the right mental attitude from achieving his goal; nothing on earth can help the man with the wrong mental attitude. – Thomas Jefferson

Chris Edmonds of Driving Results through Culture encourages teams to spend time not only on goals, but even more importantly on writing values into an organizational constitution as a strong foundation for an effective and productive culture. Follow Chris.

Julie Winkle Giulioni of DesignArounds shares that BUY-IN represents more than an emotional connection to a goal.  It also reminds leaders of the five critical components of goal setting that must be incorporated into planning, conversations, and actions to help teams deliver optimal results. Follow Julie

John Hunter of Curious Cat Management Improvement  shares, “In general I believe goals are counter-productive.  To the extent they are useful they guide decision-making about what is valued and what type of improvements to aim for (incremental improvement or try to find a very different way of doing things).  As Mike Tveite says:  “I achieved my goal but not my aim.”  That happens a lot–we honestly translate aims to goals. And then we do stupid things in the name of the goal get it the way of the aim. We forget the aim sometimes and put the goal in its place.” Follow John.

Desire is the key to motivation, but it’s determination and commitment to an unrelenting pursuit of your goal – a commitment to excellence – that will enable you to attain the success you seek. – Mario Andretti

According to Susan Mazza of Random Acts of Leadership, to do lists can easily transform from a useful tool to stay focused and productive to an ever-present reminder of all that you are not getting done. Here are two tips to help you and your team replace the tyranny of “too much to do” with the immense satisfaction of doing the things that matter most. Follow Susan.

According to Robyn McLeod of Thoughtful Leaders Blog, there are many best practices to setting meaningful team goals, and especially at this time of year, suggestions on how to do that proliferate. An essential first step is to focus first on “being” not “doing”; grounding ourselves; being present to what is; and moving forward with intention and purpose. Follow Robyn.

Jon Mertz of Thin Difference asks: Are you acting on the change you wish to see in yourself, your workplace, and your community? To achieve real change, no wall can exist between intention and action. It’s the interaction between these two that enables new habits to stick. Follow Jon.

You are never too old to set another goal or to dream a new dream. – Les Brown

Skip Prichard of Leadership Insights says that one of the most important aspects of setting goals is understanding individual and group motivation. The why behind the goal is often more important than the goal itself. Follow Skip.

 

The discipline you learn and character you build from setting and achieving a goal can be more valuable than the achievement of the goal itself. – Bo Bennett

John Thurlbeck of Wear Consulting shares a method for making SMARTER goals, a successful and proven model he has used in leading teams over the years. Follow John. 

Michelle Cubas, CPCC, ACC, of Positive Potentials, LLC  shares how to simplify your strategic planning with a basic project management tool—a Work Breakdown Structure (WBS). Let it be your compass for the coming year. Follow Michelle.

 

We’ve been making the rounds speaking a great deal on setting clear goals and expectations and accelerating your performance. Here’s a postcard from a recent keynote.

 

How are YOU establishing goals for yourself and your team this year?
Filed Under:   Frontline Festival
 
 
Karin Hurt
Karin Hurt
Karin Hurt, is CEO of Let’s Grow Leaders and a former Verizon Wireless executive. Karin was named on Inc.’s list of 100 Great Leadership Speakers for Your Next Conference, the American Management Association List of 50 Leaders to Watch, and as a Trust Across America Top Thought Leader in Trust. She’s the award-winning author of two books, Winning Well: A Manager’s Guide to Getting Results— Without Losing Your Soul, and Overcoming an Imperfect Boss. She’s regularly featured in business publications including Fast Company, Entrepreneur, and Inc.
 

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