| Like most people we have plans for our
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| | wonder HBR has articles stating
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| businesses. Strategic plans, budgets,
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| | corporations typically achieve between 30
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| succession plans and the like. The real
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| | and 60 percent of their planned financial
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| question is do you have a plan for your
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| | results! Executives typically cannott
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| life?
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| | wait to get back to their comfy corner
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| I have thought about this time and again
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| | offices and fight the fires they have
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| meeting and working with executives who
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| | become accustomed to. It is ingrained in
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| have taken on new roles in their
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| | them. That is what they think get paid
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| organization or taken on a new role in
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| | for.
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| another organization. They plan. They
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| | Nope. You are wrong. You get paid to
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| spend hours and days planning. They plan
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| | execute the strategy. How much time do
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| with others and they plan on their own.
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| | you spend on that? How do you tie that to
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| They plan the business from top to
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| | your own goals and strategies for your
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| bottom. Then they unleash the behemoth on
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| | life in all of this? Do you have a life
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| the company. We wont go into the success
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| | in all of this?
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| or otherwise of this exercise today.
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| | This is actually where the rubber hits
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| The one thing they dont consider is
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| | the road for executives. Most fail to
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| planning for themselves. Planning their
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| | recognize this. You need to look at what
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| lives. Now I am not a life coach or
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| | you are expected to do and figure out how
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| therapist but youd think that some where
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| | you do it and have a life.
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| along the way they would have figured out
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| | It is not that difficult. Just not done
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| they needed a plan for their own actions.
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| | too often. Here is my approach.
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| I say actions because a plan is pretty
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| | Sit down with a pen and paper not your
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| useless unless its acted on. People often
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| | PC. You need to think and doodle a bit.
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| have goals. Woopee. Setting goals has
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| | Ask yourself what were you really proud
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| become the thing to do in business today.
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| | of achieving last year?
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| People will sell you courses on setting
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| | On the work front and non work front what
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| goals. People will coach you in setting
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| | was great and downright awesome?
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| goals. HR folks chase you down until
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| | What did you really foul up last year?
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| youve filled in their form, decided on a
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| | Things that youd gladly never hear about
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| set of goals and had them signed off.
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| | again. Gotta be a few things
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| Wonderful. The problem with setting goals
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| | So if you look at those two lists, what
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| for a person is there is often no basis
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| | can you learn from them?
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| on what to set goals for. OK lose weight,
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| | From the good and the bad. Yes we often
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| increase my salary, win an promotion etc.
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| | learn more from our failures than
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| Well what do you base these goals on? I
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| | successes.
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| have seen business coaches, trainers and
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| | List those learnings.
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| HR folk giving people a form and saying
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| | Be proactive, stand up for myself, voice
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| give me your goals for this year. Guess
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| | my opinions, keep quiet until I know all
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| what? Whatever is written down is hooey
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| | the facts, etc.
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| and will never do a thing for anybody.
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| | Write three of them as life lessons for
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| All it did was place a check mark in a
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| | the way you would like to be this coming
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| box. Listed goals. Good boy, Sit.
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| | year.
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| Having said all that, its actually vital
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| | Be powerful, positive, in the present and
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| that you do in fact have goals but its
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| | very personal.
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| the process of getting you there thats
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| | List three values you associate yourself
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| going to make the difference between a
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| | with having
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| basic exercise and you actually achieving
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| | Decide what roles you have to participate
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| them.
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| | in this year.
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| So what does that mean?
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| | As in be a Board member, CEO, boss,
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| Well in business strategy we may follow
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| | friend, mom, dad, etc
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| the time honored a SWOT analysis or
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| | Then which is your role of prime
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| Porter Analysis and budgets. We may even
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| | importance for the coming year
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| be more creative, who knows. The fact of
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| | Write three goals for each role you
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| the matter is there are tools and
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| | selected. Or more
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| programs designed to help this. We take
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| | You should have about 25 of them.
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| the top team off to a great resort spend
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| | Select your top ten
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| a few days whip a plan into shape, often
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| | Write them as SMART as you can. Specific
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| with the help of some expensive suited
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| | Measurable Achievable Realistic and Time
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| consultant. Send off to the financial
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| | Specific (next year). This can be a topic
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| guys to model, make spreadsheets that
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| | of a whole article. Goals are usually
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| cant be interpreted but look as if some
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| | very poorly written. Write yours up and
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| real thought went into the whole process.
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| | e-mail me for some critique!
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| Jazz it up and get the Board to support
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| | Put it all on a single page use
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| it.
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| | abbreviations if necessary
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| As professionals what do we do? What is
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| | Write up action plans for each. Set
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| our role in this whole caboodle? Yeah we
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| | intermediate validation points and a time
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| sat through the weekend, played a few
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| | table. Check it weekly and monthly.
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| rounds of golf and swore blind this was
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| | Go out and achieve personal; and
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| the year we wouldd exceed all
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| | corporate success
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| expectations. Sound familiar? Yeah no
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| | Sound intimidating? It should not be.
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