FranklinCovey Blog | Franklin Covey
In my last post I discussed how deciding what is most important, finding your real “top-priorities,” will help you achieve your goals. Now let’s move on to the next steps #2 Candidly Assessing New Behaviors and #3 Preparing to Follow Through…
2. Candidly assess new behaviors. Jeff’s next assignment was the most often overlooked aspect of effective goal setting – identifying the leading behaviors his team would need to adopt – which is Discipline 2 in Franklin Covey’s 4 Disciplines of Execution.
Jeff and I made a list of all the driving behaviors that achieving the three goals would require of his team. The list contained existing activities that would now have to be performed at a higher level, requiring the team to identify best practices, document new standards, and develop training. The list also contained entirely new activities for which even more change was required. In the end, we identified the four highest impact behaviors from this list that would have to be fully adopted for the team to succeed.
Changing human behavior is hard, even in the best of circumstances. While it’s common for a leader to assess the staffing, technology, and expense requirements of achieving a goal, it’s rare to see an assessment of the behavioral changes it will require. Identifying this critical aspect in advance allowed Jeff to understand the magnitude of the changes and to plan accordingly. It also gave him a way to connect the activities of this team directly to the goals he had set.
3. Prepare to follow through. Despite all we had done, the most difficult aspect of achieving Jeff’s goals still remained – following through – Disciplines 3 and 4 in Franklin Covey’s 4 Disciplines of Execution.
In the next few weeks, we engaged his team in designing a scoreboard that would enable them to remain focused, as well as detecting early warning signs when progress was stalling.
We also instituted a weekly meeting in which regular communication and personal accountabilities for each member of his team could be upheld.
Jeff ultimately transformed his goals from a list of things he hoped his team could do, to a set of results he knew they would deliver. In the end, he became the leader both he, and his company, wanted him to be.
What do you think; will these 3 actions help you achieve your goals?
Author: Jim Huling, Senior Consultant, Execution Practice
In a recent client meeting I received this comment
“I’m not sure why my company hired you, I’m really good at setting goals and I really don’t think I need any help.”
My client, Jeff was partially correct. He regularly set goals for himself and for his team. Unfortunately, he seldom achieved them – a characteristic that had led his company to suspect he was not be the leader they needed. Hiring me was a final attempt to help him.
As we continued our first planning session, I asked Jeff to share the goals he had set for the coming year. He withdrew a binder from his briefcase and opened it on the table in front of us.
“This binder contains all of our goals as a team, broken down into four major categories,” Jeff said proudly.
Over the next few minutes, Jeff reviewed the four categories, each of which contained at least five goals. Together, he had set over twenty separate goals for his team, all of which were classified as “high priority.”
When he finished, Jeff leaned back in his chair and said, “Now, do you still think I need help?” With real compassion, I said yes.
Yes, because I know there are 3 actions I knew that Jeff needed to do to reach his goals. › Continue reading