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Well 2009 is almost to an end and I hear many people making the same statements from years past. Statements such as, "This year flew" or "This year went by way too fast". The truth of the matter is this year went by at the same speed as any other calendar year. If you survive this year, your time on earth in 2009 will be 365 days, 5 hours, 49 minutes or 365.24 days. For you scientists out there, this equals one complete orbit of Earth around the Sun.
Towards the end of the year, just like many other years we start to hear experts or claimed experts preach how to improve ourselves for next year. It seems they first start with the typical self improvement goals or New Year's resolutions. Just like a broken record, they are the same goals from last year. A google search of "New Year's resolutions" will show you what many are thinking for 2010. No surprises here, it's the same as last year. Just in case you slept through last year here are the common resolutions: lose more weight, exercise more, quit smoking, spend more time with family, quit drinking, etc.
Second, about this time of year we start to hear the so claimed experts advocate how to achieve these goals. Some claim to use common ways such as, SMART goals: Simple, Measurable, Attainable, Realistic, and Timely. For those that don't know, SMART, is an easy to remember acronym that anyone can use to work toward to achieve your own success. That sounds so easy. Just use the SMART acronym and my problems are solved, right?
For some reason I just don't believe it's that simple. If it was that simple then everyone would do it. We wouldn't hear about the same goals that didn't get accomplished from last year for this year. Doesn't this sound like that old Albert Einstein quote? The one that goes, "doing the same thing over and over again and expecting a different result".
In business, the colleagues I support and coach have a similar process for their goals. It goes something like this. This year we want to grow more market share, increase gross margin, increase sales, or lower costs. Of course we want to do this, who doesn't? Do we really need someone to tell us this is our goal? Should we also make a goal that we need to wake up today?
Most companies have some type of annual goal setting process. In short, the colleague sets goals at the beginning of the year, reviews them with their manager, the goals are approved by their manager, and the colleague works real hard to achieve those goals over the year. I find this process almost useless. Yes, you read that correct. Ben the 10 year human resource veteran says that setting annual goals can be useless. I will attempt to explain below. Most goals get set and people place little to no emphasis on how they plan to enjoy the time it takes to achieve these goals. Instead we fight like Michael Vick's dogs throughout the year trying to achieve these goals. Along the way we get burnt out, create more enemies, and become more dissatisfied with our job. At the end of the year, our manager dusts off our goals and checks for completion.
Instead of setting annual goals, my advice is to be real with yourself and your company, or boss for that matter. Be prepared to be flexible and adjustable with your plan, but keep the end in mind. Expect change, but always keep your intent obvious. Most importantly, make sure you are finding time to have fun with your goals. Yes, I know that having fun, doing work and achieving your goals sounds like fire and ice, but it's more like the Yin Yang recipe to achieve your goals and find happiness. Tim Gallwey, author of "The Inner Game of Work", talks about the idea of goal mobility. He states that, “The ability to move towards our desired goals. Not just to achieve them but to enjoy the process. To adapt and change as necessary and to achieve them in the right time and in the right place”. Achieving our goals in 2010 will not be about developing SMART goals just as we do every year and get the same result. It will be about finding more light to shine on what we want to achieve with our goals.
When we run into a brick wall or dark spot in 2010, get your flashlights out and shine it on your problems. This will bring new perspective and light to the scene. It will help you see areas where you can have a different point of view and receive more information. It will help you see what is on the other side of the brick wall. Then if what you see is worth going for, you will do whatever it takes to get over or around that brick wall. If it's not worth it, you can re-evaluate your options or find another path to your goal.
If you are getting paid a salary to achieve goals, such as in business, I can assure you that it will not come easy in 2010. It almost never does. Thus, when the going gets tough, step back and shine some light on your goals. The greater your problem, the greater the darkness, and the more your light your darkness needs. Focus on how far you have come not on how far you must go. Appreciate what you have accomplished. Recognize that progress has little to do with speed, but more to do with purpose and the direction you are going with your goals.
Ben
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Ben,
ReplyDeleteFantastic write-up!
I like your recommendation - "Focus on how far you have come not on how far you must go. Appreciate what you have accomplished." I will try and apply that advice to each of my SMART goals, I mean goals for 2010.
I wish you, Rachel, and Max a Merry Christmas and a Happy and Prosperous New Year (2010).
Regards,
Fola Olishile
Wow! I like the perspective! It sounds just like our company... set SMART goals, have a metric, and then rated on achieving those metrics. We always discuss performance as achieving measurable goals. But your absolutely right, nobody ever puts any perspective (light) on what effort is put into achieving those goals. I think many managers don't consider or measure what is learned while trying to achieve those goals. But also, what are you working towards if your goals don't meet the Company's strategy?
ReplyDeleteI think your comments along with Tim Gallwey's put it all into perspective. I've always thought and said to the guys I work with, "If we can't have fun while we're working, then why work?" (and you know I give them plenty of things to laugh about) I think you have to make all aspects of your job enjoyable, even though sometime it's difficult to do.
I will share this article with many I work with!
Okay, as a manager I want to see achieved a certain number at the end of the year, but I also want to team to quit looking at that big number. I want them instead to weekly focus on the two essential metrics that will ultimately get us well beyond that measure if we apply ourselves each week. How do you make this fun? There's another blog for you.
ReplyDeleteMichael,
ReplyDeleteWho's desire is it to achieve these metrics you have identified? Is it your desire? If so then you may never get your team "to want" to achieve your metrics. I would suggest that you first start by identifying what it is that your team wants rather than assigning a metric they have to achieve. In other words, make sure they are bought into the metric and be flexible with their ideas. Take a minute and put yourself in their shoes. Have you ever been told by someone (i.e., boss, parent, society) that you had to do something? Did that motivate you? I highly doubt it. You might have done it, but you did not enjoy it.
Your biggest challenge will not be making it fun. It will be getting you and your team to realize their desires for working each day. Some questions to ask yourself and your team are:
1)How clear are you about what you want?
2)What do you really want?
3)To what extent do you feel you are driving or steering your desires vs. being driving by them.
Instead of trying to make the work fun, try to find a way to achieve a happy mental state at work. Once you are in this state, you and your team will feel the desire to achieve your goals.