Off-Course With Your Goals? Here’s How to Get – And Stay – On Track
Sometimes we find ourselves getting off course with our goals. Maybe it’s because our organization has hit some financial struggles. Or a change in leadership has rocked the boat and prior goals have gotten pushed to the side. Or perhaps the accountability aspect of our goal achievement has gone by the wayside—we thought we could manage and execute against our targets without someone or something to keep us focused, yet now we’re missing the mark.
It happens. But truly disciplined leaders get back on course. They put excuses and even fears aside and recommit because it’s near impossible to succeed when you’re all over the place, unfocused and not holding yourself—and your team—accountable. In fact, when it comes to executing strategies, the difference between success and failure is how you face and manage excuses, fears and obstacles and stay focused on your vital goals. These few tips can further support your ability to stay the course.
Expect rough waters. Problems are going to pop up. People in our organization will struggle. You’ll possibly even doubt the direction you’ve chosen. But expecting all this is the first opportunity for courageously managing those and other rough waters. Creating and having a contingency plan that anticipates what might or could go wrong will help—you can put those plans in action when struggles crop up. And remember, making such a plan in quieter or easier times always beats developing one in the midst of the problem.
Manage resistance. When you recommit to goals or perhaps set new ones altogether, you can expect some team members to struggle. It’s normal. Change can be really hard for some of us. To surface and manage any resistance, establish and maintain a culture in which people can share their concerns and communicate without judgement. Demand feedback and really listen to your people. When people feel they’re really being heard and that they matter, they will be more likely to trust the direction you’re taking them.
Turn to your people for more answers. You’ve hired really great people. So don’t undermine their potential by preventing their ability to contribute great ideas and solutions. When there’s strife, whether internally or externally, lean on and challenge them to come up with the answers. Their empowered participation won’t just boost buy-in for the solutions they develop, but it will also lead to some serious creativity and solid innovation.
Ready to get back—and stay—on course for good? The MAP Management System™ drives accountability through its strategic, disciplined approach. Contact MAP today!
