If you remember we are talking about the Cycle of Achievement from the best selling book Launching A leadership Revolution by Chris Brady and Orrin Woodward, and in that cycle we have talked about Vision.  Today we are going to touch on Goal Setting.

 

 

Vision is good, but if you do not have your vision directed at something specific (a goal) then your vision will only be that…a vision.  A leader must know the goal of his or her efforts.  A leader must know clearly what is to be achieved.  In short, leaders use the process of goal setting.

 

 

As Tom Garriga, president of Tang Wei Martial Arts Institute says, A goal is an enemy to be conquered with a battle strategy and the commitment of a warrier.  The leadership process is founded on resolve and commitment.”

 

 

Here is what Orrin Woodward and Chris Brady say about goals…

 

 

“Goals Must Be Specific – Goals must be clear and exact.  Examples of proper specific goals would be, “to publish 3 posts on my blog this week,” or “to make 2 videos and put them up on YouTube this week,” or “to sponsor 10 people in my business this month.”

 

 

Examples of goals that may not be specific enough are, “to become a better father,” or “to improve in leadership ability,” or “to maximize performance at work.”  These are general feelings of what could be accomplished, but terms like “better father” or “improve ability” or “maximize” are not specific enough to trap the leader into performing.  Loose terms like these provide “wiggle room” for the leader.

 

 

Being specific with goals not only gives the leader a clear target at which to shoot, but it also leaves no room for doubt as to whether the target was hit.

 

 

Goals Must Be Written – A goal is not a goal until the leader has written it down.  As with goals that are not specific, goals not written down leave the leader room to maneuver if things don’t go as planned.  But a written goal is hard to avoid.

 

 

Goals Must Be Set In Stone – The setting of a goal must be backed by commitment, or the whole process breaks down.  Therefore, goals must be “set in stone.”  Once decided upon goals should not be changed. As will be shown in “Game Planning,” it may be necessary to modify plans for how to attain a goal, but the goal itself must remain firm.

 

 

Goals Must Be Measurable – There must be a clear, quantifiable method to determine when the goal is accomplished.  Can it be measured?  How?  How easily, and by whom?  How quickly upon completion?  These are the types of questions to answer when setting a goal to ensure that the leader knows when and how a goal is achieved.  The ability to measure progress toward a goal also enables mid-course corrections and the ability for a leader to confront brutal reality concerning his or her progress.  Again, goals for leaders must be clear and measurable.

 

 

Goals Must Be Realistic – Goals must be realistic enough that the leader believes them achievable and is energized to do whatever it takes to accomplish them.  If the vision is big then there must be steps taken or mini goals set so that the leader does not become exasperated and give up on his or her goal.

 

 

Goals Must Provide Motivation – On one hand, goals must be realistic, but on the other, they must be enough to stretch to inspire the leader.  The best way to set a goal is to make sure it is between the ditches of “too Enormous” on one side and “too easy” on the other.  The leader must believe that he or she can accomplish the goal, while at the same time be uncomfortable at the increased level of performance required to do so.

 

 

Goals Must Be in Line With Priorities and Values – Every leader should take care when setting goals to ensure that the goal itself is not at cross-purposes with her core beliefs, not that what’s required to accomplish the goal compromises her honor.

 

 

Goals Must Be Prominent – The leader must develop systematic ways of regularly reminding himself of the goal. This can be done with signs or placards placed around the home or workplace or even in the car.  A leader should devise methods of keeping the goal prevalent and in view until the goal is achieved.  A goal forgotten is a goal dismissed.

 

 

Goals Must Have a Specific Time Period – Once a leader sets a specific goal, writes it down, commits to it, determines how to measure it, and makes sure that it is realistic and motivational and in line with priorities and values, and devises methods for making it prominent, it is crucial that an appropriate time limit be determined.  If a goal is set without a time limit, it becomes noting more than a wish or fantasy.  A time limit applies the final pressure on the leader, like a clock ticking during the running of a race.”

 

 

If you have a goal and go through each one of these points with your goal you will be able to see if the goal you have set is the right goal or if you need to alter your goal to make it more obtainable.

 

 

Today I would like you to take a good look at your goals, make sure you write them down and put in a place you can easily get to them and review from time to time, and then see if they need to be altered any.

 

 

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Michael Feil explains Pt. 2 of The Cycle Of Achievement. http://bit.ly/aGViY

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