Goal setting, intention setting, resolutions, targets, desired outcomes.

Traditionally my sisters and I have always written our New Year’s Resolutions at the beginning of the January. My sister Ali, safeguards them in drawer for the year and then we ceremoniously get them out a year later, blow off the dust and decide whether we have achieved them or not. What do you think?

After recovering from the uncontrollable hilarity, we cross the previous year out with great gusto and write the new year on the piece of paper vowing to really work at these targets THIS year.  2018, 2019, 2020, 2021… my sister has done this for the past four years! I am not much better- and I as Leadership coach I really should be much better.

I know exactly why I do not nail these goals and I use this to support leaders who want to smash their goals. Maybe next year I will apply it to myself!

Our 8 Step Goalsetting Framework might just be what you need. Try it on a dusty old goal you have knocking around in a file on your computer or even your performance target.

STEP 1- REVISIT Read you goal.Rewrite it using no more than 14-15 words. This is your OUTCOME goal. The result you want to achieve. Use the words, “I have, or I am” to start your goal sentence. You are writing this has if you have achieved it.
STEP 2- REFRAMING Notice the positive words or phrases you have used. Maybe you need to include some more?Reframe your goal with a focus on increasing or improving rather than discarding or losing. A deficit tone strengthens negative thinking. Consider the behaviours (what you do and say) you need to increase the frequency of to move towards your goal (List these, these are your system or process goals, the small steps towards your outcome goal.What story are you going to tell yourself in the “tough” times? What strengths do you have to fall back on? James Clear “Atomic Habits” refers to Olympic Athletes all want to win gold; they all want the same outcome, but it is the small differences in their processes that make the winner- the winner!  
STEP 3 FUELLING YOUR GOAL What fuel are you going to use to motor towards your goal? Consider and write down: Your intention- what is the purpose of this goal? What is it going to get you, your team, your organsation or your business?Why is this goal important to you?What needs will be met by accomplishing this goal?Does it align with or strengthen one or more of your core values?
STEP 4 TIMEFRAME Set your timeframe, what is realistic?3 months, 6 months 12 months, 18 months- up to 2 years is optimum.  The longer the time frame, the more precise you need to be about your process goal, the steps towards your outcome goal. Use this timeframe as a timeline- plot milestones, actions, and key events.
STEP 5 FUTURE PACING Go with this, you might be surprised!   Reread your goal, imagining yourself in the future when you have accomplished your goal, ask yourself.How do I feel?What am I saying?What am I doing?Who is the first to notice my achievement?What it is they noticing about me? Acknowledge personal objections or niggles that arise in your thoughts. Remind yourself of how important it is for you to achieve your goal
STEP 6 THE HERE AND NOW List all the potential obstacles that could stop you from achieving your goal. What or who could mess up your systems and processes?Looking at your list, consider the obstacles you have no influence, power, or control over. Cross these out, they are not worth your time or energy instead focus on what you can control and influence. Looking at your list and that which you have control over consider. What you need to do more of? What you need to do less of? What do you need to stop doing? What do you need to start doing?
STEP 7 REVIST AND RESET YOUR GOAL Are you truly satisfied with your goal?Adjust if needed and go back to STEP 1
STEP 8 ACCOUNTABILITY How can you build accountability into this process?Who could you share your goal with?Who or how could you “check in” with someone at key points on your timeline
A picture containing text, clipart

Description automatically generated

As individuals we thrive when working collaboratively, when we seeded the idea of Leadership 43, we collectively had 43 years of leadership service. We have all led schools, small rural schools to three form entry urban schools to a ‘boutique’ and effective Multi Academy Trust.

We have all led in times of turbulence, challenge and high pressure. The element that brought us together is our passion that the development of leadership at all levels within an organisation should be a given.

We use our collective knowledge, skills, expertise and learning to support your organisation in providing high quality leadership development for your employees. We are all accredited Resilient Leader Consultants and use this as part of our extensive toolkit.

To find out how we could support you and your organisation visit our website Leadership 43 or email us at enquiries@leadership43.com