Action In Pursuit Of

Meaningful Goals

Delivers Success

     Much has been made in motivational literature about the wisdom of rewarding those employees who have tried and failed—solving, launching, selling, creating, producing, developing, inventing—cited often as a best practices reverse-psychology hallmark of many of the human resource management approaches used by the same big business catastrophes that have dragged down the entire global economy 

     The point of this thinking is that by mollycoddling people who can’t cut the mustard, these non-performers will inevitably produce more positive results when you continually reward them with an “A” for effort. After all, shouldn’t business be like T-Ball or Cub Scouts where everybody who does a good job of trying gets rewarded? After all, rewarding employees for failed efforts that are born of sincerity may produce failures, but will also produce more sincere efforts, which will presumably and eventually pay off in success. Right? 

     Well, I don’t buy it. It’s non-productive circular reasoning. We’re not talking about sensitivity here. Insensitive bosses don’t survive long term. We’re talking about making businesses work. Period. I believe when you reward people for failing, you are simply prompting them to produce more failure. Don’t you think? I mean, it seems to me it makes more sense to instead reassess the goals attached to the challenges at hand.

     Are goals clearly defined? Specific? Flexible? Realistic? Due-dated? If they’re not ALL of these things, they’re not goals; they’re wishes. Wishes don’t get things done. Action gets things done. Real, meaningful goals that are specific, flexible, realistic and due-dated are the ones that trigger action. Action in pursuit of meaningful goals delivers success. 

     Huh? Well, consider that if perhaps the carrot is closer, the rabbit will actually reach it and then get a commensurate reward (a bite of carrot) vs. having to try getting to a far-away, out-of-reach carrot, the pursuit of which serves only to exhaust and stress out the rabbit, nes pas?

     It is a far more productive practice to reward steady small steps to achieving success with incremental (small, frequent) rewards along the way. It’s easy to say the sky’s the limit, and set off for the sky, but whatever is “easy to say” is rarely productive, and almost never is “reaching the sky” realistic.

     Except for those few wondrous gifts to humankind—like the Wright Brothers, Mother Theresa, Thomas Edison, Helen Keller, Einstein—most of us will not achieve their levels of the impossible dream in our lifetimes.

     We can, though, most assuredly achieve our own levels of the impossible dream by scaling ourselves and our employees back to manageable steps and by chunking up tasks to within the range of reason. And to then appreciate and reward accordingly. “One small step…” proclaimed the first moon-landing Astronaut.

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Input welcome anytime: Hal@TheWriterWorks.com (”Businessworks” in the subject line) or comment below. Thanks for visiting. Go for your goals, good night and God bless you! halalpiar  # # # 

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Rule 1: Chunk it up!

If your job is to paint the Brooklyn Bridge, and your goal is to paint the Brooklyn Bridge, you’ll never make it!. If, on the other hand, your goal is to paint the first 100 feet of cable on the northeast quadrant by one week from Friday, and the first 100 feet of cable on the southwest quadrant by two weeks from Friday, and so on, and keep it flexible based on weather, etc, you will undoubtedly succeed.

If you put “clean house” on your list, it won’t happen. If you chunk it up into a series of small tasks like vacuum the second floor carpets, fold and put away the laundry, wash the first floor windows on the front of the house, de-clutter the kitchen counter, and so on, you will have much greater success.

Being specific and reducing the monster chores to small individual tasks not only keeps you on track, it serves to motivate as well because you’ll gain a sense of accomplishment each time you complete an item and cross it off your list (use a second color, by the way, to be able to still read what was on the list and keep track at the end of the day).

And interruptions? Life is an interruption! When interruptions come along add them to your list. (You run into a bee’s nest while painting the bridge and it takes an extra hour to get rid of it? Add “get rid of bee’s nest” to your list and then cross it out when you’ve taken care of it. While washing the first floor windows, you notice an overgrown shrub that’s scratching against the house siding? Add “trim overgrown shrub in front” to your list and cross it out when you’ve taken care of it.)

Keep reviewing your list of goals to see better ways to chunk it up. As you achieve or complete each chunk, cross it out, and add new chunks. Never-ending? Yes, goal-setting, like exercise and eating right, require commitment to changing your lifestyle. No one achieves their goals by dabbling with them. If you’re serious about goal-setting and pursuits, you need to be constantly monitoring them.

It helps to have a weekly checklist of goal criteria to be certain that you’re on track with keeping your goals specific, flexible, realistic, and due-dated. Without all four of these criteria, you have only a wish. Wishes, like hopes, get us nowhere. Action gets us somewhere. Any action is better than no action. Chunking up what you need to do and where you need to go works light year’s better than “paint the bridge” and “clean the house.” Now apply the same dynamics to your business and business planning.

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Hal@BusinessWorks.US  

Thanks for visiting. Go for your goals! God Bless You!

“The price of freedom is eternal vigilance!” [Thomas Jefferson]

Make today a GREAT Day for Someone !

Don’t Blabber Your Goals!

     You probably just went through some wrenching exercises to create or recreate your business and/or personal goals. You defined your problem in writing. Then you turned your problem statement into a pursuit statement. 

     Perhaps, for example, you started with a problem statement like “Sales are down 20% last quarter” and took it to a goal statement like “We are increasing sales 20% next quarter by introducing a new revenue stream and reinforcing existing customer accounts with added support services.”

     Or maybe your goal is a personal one, and you took it from a problem statement like “I am feeling increasingly edgy around my family” to a goal statement like “I am learning and regularly practicing two new approaches to stress management so, by the end of next month, I can better control my upset feelings at family gatherings.”

     Next, you applied ALL fournecessary criteria to your goal statement to make sure it was/is: 1) Specific, 2) Realistic, 3) Flexible, and 4) Due-dated. You did this because you know that without ALL four criteria, you don’t have a goal; you have only a wish, and you know that wishes live only in nonproductive fantasyland. (Notice too the goal statement examples are in the present tense of you having already accomplished them to help visualize them in your mind as done deals.)

     And you’re on your way . . .

     Congratulations, but don’t blow it by blabbering to others about your goals! Most other people, first of all (and sadly) do not have real goals, do not understand goal-setting, and do not believe that having goals actually works. Most people would rather wallow in self-pity and go nowhere in life. So you know where it will get you to tell this sluggish majority what you are in pursuit of achieving.

     Second, keep in mind that even when you run across someone in your immediate life who does think goals can work, and perhaps has a few herself, you are putting your goals at risk by sharing them because that other person –even with all good intentions– simply does not walk in your shoes or live in your head, and your goals may seem intimidating, annoying, overbearing, ridiculous, threatening…no need to continue this. Just keep your goals to yourself!

     Your business goal of increasing sales can become a source of mockery to someone who feels threatened and that will roadblock your progress just because it will divert your energy. Your personal goal to improve family relations by learning stress management can have the same kind of distancing effect on the very people you’re hoping to get closer to.

     Don’t waste time and energy and defeat by testing this. I can give you 150 gazillion examples anytime you want. Call or email me. Keep your goals to yourself if you really want them to work! 

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Hal@Businessworks.US   931.854.0474

Open  Minds  Open  Doors

Make today a GREAT day for someone!

No, you don’t need to move

  your business    

to the Caribbean!

(aaaah, but it might be nice to try for awhile, eh?)

Here’s a 6-Point Approach to creating a more positive climate for your business that comes partly from The Management Analysis Center and partly from my firsthand experience. it works:

1.  BUILD KNOWLEDGE. Know the capabilities of your staff as well as their weaknesses. With the understanding that Heraclitus the Greek philosopher said over 2500 years ago that “the only thing that’s permanent is change,” and that Thoreau once said “all we ever have is limited knowledge,” use what you know to determine (or update) the fundamental goals of your business.

GOAL CRITERIA REMINDER: A goal must have all four of the following criteria, or it is merely a “wishlist,” and not a goal. It must be 1) Realistic, 2) Specific, 3) Flexible, and 4) Have a deadline or due date.

2.  DEVELOP A SHARED VISION OF YOUR BUSINESS GOALS. Let employees participate in the process. Tell them the problems. Listen to their ideas. Take notes. Encourage others to take notes.

3.  DETERMINE WHAT SPECIFIC CHANGES SHOULD BE MADE. Should changes be made in job descriptions or physical layout to improve working conditions?

4.  SET THE EXAMPLE. As an owner/operator or manager, you are a role model whether you like it or not. People pay attention to everything you say and do. You will not be fostering teamwork if you rule by threats and intimidation. Praise in public; criticize in private. Act, talk, and think consistent with the goals you establish.

5.  REASSESS YOUR OWN FUNCTION to make it consistent with the changes you are making. If, for example, you want to establish better communications, you may need to establish a more open door policy, listen more, and listen more attentively! To get more good work from people, seek out and reward the things people do right, and try to overlook those they do wrong. (Remember that small, frequent, one-time-expense rewards motivate best and cost less than permanent ongoing pay raises with accompanying tax and benefit increases)

6.  DEVELOP NEW METHODS AND SYSTEMS for enhancing a more positive climate, such as instituting weekly status review meetings (with set time periods, a clear agenda circulated ahead of time and follow-up report focused only on decisions made and who will do what by when) to evaluate progress, or a reward system for improved performance.

In an optimum positive climate, people know exactly what it is that is expected of them and where they fit in. Everyone shares the same goals. They know how they can be effective and what kinds of behavior will be rewarded.    halalpiar

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