The more people you tell of your goal, the more pressure you will have to achieve it, which is a good thing. Or, is it?
A growing number of experts are beginning to realize that accountability to people other than yourself isn’t always the best choice. Despite the buzz surrounding the idea of accountability, it doesn’t mean shouting your goals on the rooftop makes them easier to achieve.
A study by the American Psychological Association found that sharing your goals with a stranger can de-motivate you. It may seem like keeping your goals private is counterproductive, but science says otherwise.
A study by Peter Gollwitzer revealed that sharing your goal actually decreases the chance that you’ll actually do the work. Why? When you reveal your big goal, people are quick to praise you, giving you a euphoric high that feeds your feelings of self-worth. You get a ‘hit’ of endorphins early, and then are less motivated to keep working on said goal.
As the popularity of social media continues to climb, the ‘hits’ of euphoria come from simply telling people about the goal. Followers give you mini-hits with likes and words of affirmation, but you don’t actually have to do the work to get the praise.
A study at Reed College used three types of praise to evaluate the effectiveness of affirmation and accountability on goal-setting. The group that received praise on their method of working was more successful (“The way you solved that problem was impressive.”), while the group that received individual praise (“You’re amazing!”) was less successful.
While no one likes to get negative feedback, it can discourage people from continuing to work on their goals and lead them to abandon their plans. People who struggle with their goals may be inclined to give up altogether when they receive negative feedback about their rate of work, the way they approach the problem or their overall goal - even if that feedback came from people who don’t actually care to see you succeed.
Have you ever told someone a dream or goal, only to have them rattle off others who have attempted the same thing? It can be discouraging to hear about others who have failed and can lead to disillusionment. Other times, your goals may lead to jealousy in the people you’re sharing them with. As a result, you may be getting feedback from them that is counterproductive in helping you achieve your goals.
Privacy about your goals can mean something different to everyone. For some, it might mean not sharing them publicly, for others it might mean keeping them between you and those closest to you. Other people might find that some goals are better left to yourself - at least until you’ve had time to carve away at them.
If you find someone close to you that you can trust and can help take you and your goals to the next level, consider asking them to be an accountability partner.
Accountability partners are different from people you might off-handedly share a goal with. Their purpose is to support you and be a positive influence on achieving your goals. They’re there to motivate you and they’re the type of people who want to see you succeed.
Just be sure you give it some thought before seeking an accountability partner. Give yourself time to confirm that your goal is S.M.A.R.T., and it’s something you want to achieve for yourself, not just for outside praise. Then, give yourself time to determine who the right person is to help you on your journey.
Keeping your goals private can be powerful. You’re less likely to be faced with the onslaught of doubt, discouragement and defeat that can come with other people’s opinions.
The best way to reach success? Use an effective goal setting strategy to craft strategic goals. When you use a proven method to create your plan, you are more likely to succeed – no matter who you share (or don’t share) your goals with.Interested in learning more about effective goal setting? Check out our blog, where we explore new topics regularly.
We know how to use maps to get from point A to point B. When it comes to professional goals, however, many people find themselves struggling to advance.
Are you trying to plan the next move in your career? Will you know when it’s time to take a leap? Are there any tools that can help you navigate your professional life? What kind of road map helps you get to where you want to go in your career?
Before heading off on a grand adventure, it helps to know where you’re going.
If you were to poll university graduates about their goals, (or most working professionals) many would include some variation of being ‘successful’ as a target.
While this is an admirable goal, it is the geographical equivalent of saying “up north.”
Without further specifics, the traveler is left to their own devices to determine if they’ve reached the final destination. To prevent this from happening in your professional life, define the end-goal.
What does success look like to you? Your definition of success may look different than it does to others. You may consider success being able to take four weeks of vacation every year. Success may mean you are able to lead a global team. Until you know what success means to you, however, you’ll have a hard time deciding if you’ve arrived.
Now that your destination is clear, spend time evaluating what it will take to get there.
Do you need specific training and certifications? Look for opportunities to acquire the skills and education that you will need to reach your goals. What are the qualifications for the job you want? Begin a systematic approach to gaining the skills you need for the job you want. Read journals, attend seminars, sign up for training events or look for other avenues to gain skills.
Work backwards. Find the role you want for yourself in the future and start working on those qualifications.
Use goal-setting to help create checkpoints along the way.
No one reaches success alone. Be on the search to seek out mentors, advisors, and industry leaders who can help you as you journey through your career.
Mentors can shorten your learning curve and help you master the skills you need sooner. They can be another resource for direction and can offer encouragement as needed.
No road is without its own set of difficulties. Route changing events can (and often do) happen. The same is true for careers. You may get laid off from your job, markets can change, personal matters may take priority. Being proactive about looking for potential roadblocks can help you avoid setbacks and reach your final destination.
Very few successful people credit their success to doing what everyone else did. The greatest success stories generally involve a variation of, “Everyone told me I was crazy, but I did it anyway.” Don’t be afraid to try an alternative route on your journey. You never know where it may lead you.
On most trips, the journey is part of the excitement. Don’t miss out on the enjoyment you can have along the way. Embrace the journey and appreciate the hard work and effort you are making to get to your definition of success.
Interested in learning more about how to attract, retain, engage and appreciate your employees? Check out our blog, where we explore new topics regularly.
When Google instituted its ‘Chief Happiness Officer’ position in the early 2000s, hundreds of companies followed suit, prioritizing happiness for their employees. As a result, employee happiness has become a focal point of human resource departments.
What happens when the clock strikes 5:00? Should corporations be concerned about their employees’ happiness outside of work? Some experts agree that companies should be empathetic to the happiness of their staff even when they’re not at work, while others vehemently oppose.
In a study by JLL Corporate Solutions, 87% of people surveyed want someone dedicated to employee happiness and wellbeing at work.
There’s merit for this idea. Happy employees are more likely to be engaged at work. Engaged employees are more productive, take fewer sick days and are less likely to look for a new job.
While on-site perks such as ping pong tables and free snacks are helpful, employers who wish to keep their employees happy while at work will work to help keep them happy while away from work. More succinctly, employers should prioritize their employees’ work-life balance.
Workplace policies that support employee life outside of the office can greatly improve what happens inside the office by alleviating the things that cause stress. Flex scheduling can accommodate working parent struggles. Providing an option to work from home as needed allows employees who have health issues to work as they are able.
While some companies seem to go to the extreme in providing for their employees’ happiness at work, they seem to ignore the fact that their company is made up of people who have lives outside the office.
Other companies pay lip service to being concerned about their employees, while their policies indicate they only care about their bottom line.
Companies can care about their employees’ happiness – both in and out of the office – without going out of business. In the end, it is left to each business leader to determine what is appropriate for their own company.
Do your employees need brand new flat screen TVs at home to be happy? Would those TVs help them to be more productive at work? You’ll have to decide that for yourself.
Does your company have a Chief Happiness Officer? What efforts have you taken to improve employee happiness?
Interested in learning more about how to attract, retain, engage and appreciate your employees? Check out our blog, where we explore new topics regularly.
When your employees' goals align with the purpose of the organization, they are more likely to be loyal to your brand, more likely to be engaged at work, and they become brand ambassadors - more willing to recommend your company to others.
Yet, according to a recent survey, 85% of frontline managers and frontline employees reported that they are unsure how they can live their purpose through their work.
Employees at all levels of your organization seek purpose in their lives. If your employees don’t see the higher purpose in the work they do at your company, or how their personal and professional goals align with company goals - they’re likely to seek greener pastures.
So, how can you start to align your employees’ goals with that of your organization?
In many cases, in the minds of your employees, the goals of an organization don’t translate well into actionable steps. To align employee goals with the organizations’, start with the end goal. Then, develop employee level goals to support the larger picture.
If the corporate goal is to “Treat customers with respect”, how does that relate to the average employee? For those in customer service, it might be obvious, for those in legal, accounting or other departments that don’t have daily contact with your customers, it may be ambiguous.
Define the goals into actionable steps that employees can work toward. Does it mean every employee is responsible for handling customer service issues as they arise? Does it impact the way customers are greeted? What does the goal look like for each employee?
How do you inform employees about the goals of the company? Break the goals down into small talking points. Add one to each staff meeting to introduce and reinforce the corporate vision. Ensure that on-boarding processes include information about the corporate goals, and how each position supports that goal.
Don’t assume that everyone “just knows.” Communicate clearly the goals of the company to each individual. Put them in writing. Display in public locations. Use them in marketing and internal communication.
Tie employee’s daily tasks to the larger corporate goal. Allow them to see how their daily activities affect the success of the organization. This can help prevent employees from being caught up in the day to day drudgery of their tasks; they see clearly how their efforts impact the company. In addition, increasing transparency helps everyone stay accountable for their work. When everyone can see the success (and failures) of the team, individuals are more motivated to work hard toward their goals.
Employees who have clearly defined goals are more likely to be successful at work. Help your employees develop goals that are tied to the corporate goals. Offer goal-setting workshops to assist employees in crafting SMART goals for their position. Help them identify ways they can meet the corporate goals through their own goal-setting plan.
Recognize and reward employees who meet their goals. Broadcast success stories as a way to motivate and inspire others to keep pushing towards their goals. Find ways to celebrate the achievement of goals – no matter how small or incremental.
Track new clients, sales records, customer satisfaction results; whatever the specific goals of your organization are, find ways to measure them, and celebrate their achievement. Use mistakes as a learning opportunity to improve, and encourage employees to keep working on their goals, even if they don’t meet them right away.
Goal alignment is one of the most important aspects of effective leadership. When you get everyone in your team working in the same direction, it can be a powerful opportunity for your company to succeed. How can you improve the goal alignment of your organization today?
Interested in learning more about how to attract, retain, engage and appreciate your employees? Check out our blog, where we explore new topics regularly.
Have you noticed key individuals within your organization who show signs of leadership? These emerging leaders can be an asset to your company with proper development.
An important part of your own leadership development is encouraging others to step up into their leadership roles.
Here are some simple ways you can start encouraging leaders in your organization:
Once you have identified an individual as an emerging leader in your organization, don’t keep it secret! Let the individual know that you have an interest in developing their growth and share your leadership plan with them.
Group coaching is one way to allow leaders to support each other and share their experiences. When participants take a role in leading discussions, they are practicing their leadership skills as well as learning from each other. A leadership development group is an excellent way to encourage emerging leaders.
As young (this could mean both young in age or young in leadership experience) leaders develop, allow them to be in the forefront of your organization. Give them opportunities to practice leading in a controlled environment. Let them lead the monthly staff meeting, present at a town-hall, or collaborate with other departments. Find ways that they can step into a leadership role and gain experience.
Use action-based learning to give emerging leaders the chance to solve real-world business problems.
Do you need to improve employee engagement? Are you working on improving client intake processes?
Whatever current issues your business is facing, give your emerging leader the opportunity to help solve them.
Failure is inevitable. Give your emerging leader(s) the freedom to take calculated risks. When things don’t work out the way they’re intended, use the chance to provide coaching on how to succeed in the future.
Discuss how the failed execution of the plan could have been altered to ensure success, and what steps could be taken the next time.
Resist the urge to “solve” the problem for them. Allow them to wrestle through the process and come up with their own solution. Then coach as necessary to help them make informed decisions.
Mentoring is when experienced leaders share their knowledge with others. Establish a mentoring program (either formal or informal – whatever will fit best in your company) to help develop the emerging leaders in your organization.
Tailor the program to meet the needs of your organization. Pair new leaders with high performing leaders at the same level for encouragement, or match mentors from different levels with new leaders to provide additional training.
Allow emerging leaders to see how their efforts impact the company. Establish milestones and goals, and then show them how reaching their goals can help the growth of the organization. Leaders need to know that every individual has a role to play in reaching corporate goals. By giving them real-time results tied to their goals and milestones, you can help them both appreciate the efforts of individuals and realize the importance of their own actions.
The misconception that emerging leaders are inherently equipped for success is detrimental to the emerging leader’s development and can cripple an organization’s growth. An effective leadership training program will provide systematic coaching and development. In addition, a successful program will encourage emerging leaders to continue their personal growth.
How will you encourage emerging leader(s) in your company?
Interested in learning more about how to attract, retain, engage and appreciate your employees? Check out our blog, where we explore new topics regularly.
A key to becoming a successful business leader is to identify the talents that you will need, and then find the employees who can fill those needs.
Many managers express uncertainty about how to begin looking for talent and are overwhelmed with the idea of implementing a search within the workforce. But, many times the talent that already exists within a company goes overlooked. So, how can you identify and grow talent within your company?
Developing the talent of your employees can be one of the most effective means of employee retention. This can be implemented through in-house training programs that will help you identify, select and train specific high-potential individuals.
But training programs can work for all and don’t always have to have the goal of finding your next rising stars. They can include topics such as goal-setting, getting your mindset right, and developing a successful work/life integration which will allow all your employees to be present and give their best to your company.
Over 70% of Fortune 500 companies have an established mentoring program. In addition, over 75% of executives list their mentors as one of the reasons they are successful. When done correctly, mentorship can be powerful.
Will your company pair new employees with a seasoned employee? Do you want to mentor highly qualified individuals who may be on a leadership track within your company? With a customized program, you can narrow down your mentorship to cultivate exactly the specific skills your company needs.
Establish an individual development program for each employee. What skills do they currently possess? What skills would they like to obtain? What are their future plans? By helping each employee develop a training plan, you can ensure that they are receiving the training they need to accomplish their goals, and they will be more equipped to perform their job.
Offer new training programs that can help employees learn new aspects of the job, problem-solving strategies or use new technologies. Encourage your employees to take continuing education courses, attend workshops and other training events as part of their jobs. Bring training programs to your workplace as part of Lunch and Learns, afternoon seminars and more. Offer courses that may not seem directly related to their jobs but will help them become better employees and ready for a rapidly changing future.
Sometimes, it is necessary to hire an outside individual, especially as turnover is at an all time high. Rather than make that the go-to solution, however, when possible find ways to promote from within. Inform employees of openings in the company and provide a path to advancement, so employees know what skills and requirements they must meet to be eligible for promotion
Your workforce is full of talented individuals. Allowing your employees to use their talents will not only benefit your company, it will help them become more engaged in their work and will reduce turnover as a result. Go looking for the hidden talent in your company – you may be surprised at what you discover!
Interested in learning more about how to attract, retain, engage and appreciate your employees? Check out our blog, where we explore new topics regularly.