Monthly Archives: January 2014

Repeat History

We are far better at making New Year’s resolutions than maintaining them. This is often true with other goals that we set. A team that fails to consider past barriers to a goal they have set is likely doomed to reap a similar result in the future. Goals are set by teams to arrive at a specific

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Out of Sight Out of Mind

Even the best goal can disappear from focus over time. Setting benchmarks within the goal can help a team in the following ways: 1) Track progress along the chosen timeline 2) Focus a team to evaluate the pace of progress 3) Make necessary adjustments along the way rather than waiting for a cram session near the due

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The Danger of a Proxy…

Setting a measurable goal is important. It’s just as important to choose the correct measurement. We will go through all kinds of subtle antics to avoid the scary monster of ACCOUNTABILTY. This is true even when we set a measurable goal. If I am afraid of failing, I will often measure something that looks connected to success

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You Always Improve What You Track.

A good written goal always has the challenge of being measurable. Subjective feelings are good for gut reactions in the moment but they are not as useful when tracking a goal over time. We avoid objective measurement for the same reason we avoid accountability. We would rather feel good than get better and face the bitter truth.

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Time is a Commodity

Time is an important resource and is often wasted because it is taken for granted. If we fail to set a timeline for a task, project, or goal, we will likely lose a sense of urgency to complete it as time goes by. Not setting an achievable timeline for completion is a common reason for an unmet

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Preferred Versus Non-Preferred Tasks

Skills and talent do not always match up with personal agendas. People are not always skilled at the roles that they dream of fulfilling. A good teammate recognizes the need he can best meet to achieve the team goals and makes that his agenda. A selfish teammate fights for the spot that he wants to fill. Anyone

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Team Contribution

When the goal is clearly defined, the next step for a team is to define what that means for every individual on the team. Every individual on the team should be asking the following questions: “How can I contribute to the success of the team?” ”What would the team miss if I failed to show up or

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What Does a Win Look Like?

Goal setting always begins with vision casting. What exactly is it that we are all working together to achieve? Confusion is the result of a lack of vision. Every team needs to have a goal or finish line clearly in focus so that they can all work toward the same outcome. There is a tension to manage

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How To Write a Goal:

1) Define success. 2) Define roles on the team to achieve success 3) Create a timeline to achieve success 4) Create a measurement that allows you to track progress over the defined timeline 5) Make sure the measurement is objective and not based on feeling 6) Divide the goal into achievable benchmarks

Launch or Long Tail?

We generally discount the future for immediate gains. Would you rather have $100 today or fifty cents every day for one year? Anyone can do the math but how would your decision be affected with a crisp one hundred dollar bill sitting on your desk next to two quarters? Significant success at the launch of a project

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