7 Steps to S.M.A.R.T.E.R Goal Setting

“It’s all about the concentration, the focus, and it all goes back to the training,”

Nick Wallenda                                                                                                                       

Inspiration comes in all forms. How often do we achieve a lofty goal like getting an MBA, a promotion, running a marathon, graduating from college only to find ourselves without future goals? So what happens? Absolutely nothing! People in all ranks of business simply get stuck where they are with their biggest annual goal, perhaps to go on a vacation.

If you ever wonder why some people are more focused, positive and confident, chances are they are goal setters. By setting goals and developing a plan to stick to them, accomplishments are achieved. Each accomplishment moves us forward and like interest in a bank, adds more and more confidence to our personal bank accounts.

I recently watched Nick Wallenda, a tight rope walker cross the Niagara Falls. He said it was his biggest dream to conquer. In order to achieve this goal he had to train, build a customized tight rope, obtain legal approval in 2 countries and get  sponsorship.

If Nick Wallenda can dream a dream so great and achieve it, what can you do? 

The SMARTERgoal™ system is designed to help you get started on your own lofty goal.

1)      Specific: Have a specific goal in mind.

2)      Measurable: Make sure you can work towards achieving that goal.

3)      Attainable: The goal needs to be something you have the power to do.

4)      Realistic: Ask yourself if it is really possible to achieve your goal.

5)     Timely: (MOST IMPORTANT) Set a time limit as to when you want to achieve  the  goal and find a way to be held accountable to it.

6)      Exciting: A goal should be exciting and boost your spirits.

7)      Reach: A really good goal should make you stretch your abilities, even scare you a bit and take you out of your comfort zone.

Nick Wallenda had a huge dream, he met all the criteria of a SMARTERgoal™. His accomplishment in crossing the Niagara Falls was exciting and in a statement to Canadian customs agents, he said, “The purpose of my journey was to inspire people around the world to follow their dream.”

His next big Goal, crossing the Grand Canyon

Stephanie Wachman, Executive Coach, www.stephaniewachman.com, 720-232-3693

© Life In Balance LLC

We remember

only about 25-50% of what we hear: That means that when you talk to your clients, colleagues, or spouse for 10 minutes, they pay attention to less than half of the conversation and so do you.

9 Tips to Effective & Active Listening Skills

  1. Don’t wait to talk.
  2. Ask yourself if you are taking center stage
  3. Never interrupt or talk over someone
  4. Use body language
  5. Ask follow-up questions
  6. Refocus if you mind wanders
  7. Don’t look at your cellphone
  8. Sympathetic summary in your own words
  9. Use body language: nod your head, show facial expression

**Sales CoachingTip:

Great questions + Active Listening + Sympathetic Summarizing= Sales

Stephanie Wachman, Executive Coach and owner of Life In Balance, www.stephaniewachman.com

© Life In Balance, LLC

 

I am frequently asked about what Executive Coaching is and how it differs from training, consulting, motivational workshops and therapy.

In a nutshell, Executive Coaching is a leadership development program that is custom tailored to an individual’s strengths and business objectives.   As opposed to training workshops and motivational seminars, coaching takes place over time. Coaching engagements happen over a 3-6 month period so that the individual has time to learn and implement new behaviors.

All too often, we get excited after a terrific training workshop and get back to our office with the intent of putting into play all that we had learned, only to revert to our old habits and behaviors.

Coaching helps you move to the next level

Most coaching clients are successful in their jobs, and many have been promoted or are on track for a promotion.  Often the skills and abilities that helped them to get promoted are no longer as useful in a new position.

As a result individuals are unsure about what to do next.  This is when coaching is extremely effective.  It helps newly promoted individuals make the shift to their new role and start to develop the skills that are required for their new position.

I always ask my newly promoted clients to pick one behavior they would like to work on and develop a plan on how they can achieve their goal.  For example, before I went into coaching, I was promoted to Business Development for a Fortune 500 company and I was a terrible listener.  I was always waiting to talk and start selling, so when I started working with my coach, I made it clear that I wanted to improve my listening skills.  Together we developed a plan that consisted of taking a pause before visiting with any client to remind myself to listen, I would then repeat back to my clients what they had suggested was important to them (this showed them that I was listening and helped me pay closer attention) and lastly I would take notes and highlight key points in order to stay actively engaged.

It’s very difficult to work on too many behavioral issues at once, so picking one or two at a time makes the task manageable and will help you be successful.

Stephanie Wachman, Executive Coach, www.stephaniewachman.com, 720-232-3693     © Life In Balance LLC

According to a study in the February 2007 issue of the Journal of Personality and Social Psychology, published by the APA (American Psychological Association), it seems that being under assertive or over assertive may be the most common weakness among aspiring leaders.

For many new leaders, insecurity within their new position can lead to actions and behaviors that are perceived by others to be under assertive.

For many, there is no formal training on how to communicate in a new leadership position. As a newly promoted manager who has to interface with more senior managers or others on the leadership team, the feeling of inadequacy or insecurity presents itself simply due to lack of confidence brought on by inexperience in the new role.

As a result, new managers may not feel comfortable speaking up in meetings or asserting themselves by voicing their opinions until they feel more at ease in their positions.

To help new managers gain confidence and learn to assert themselves, here are 5 Skills to develop:

1)    Make a list of why you were promoted.  By reviewing the reasons that you were promoted you will gain clarity and confidence in understanding why you are best suited for your new position.

2)    Spend time developing your communication skills.  Speak clearly, loud enough to be heard, believe in what you are saying, get to the point and explain succinctly how you arrived there, then check in with your team to make sure the message was received the way it was intended. Consider joining a group like Toastmasters to help you with public speaking.

3)    Communication is not just about speaking; it’s also about body language.  Stand tall, hold your head up and be sure to make eye contact.

4)    Schedule meetings with supervisors, and others on the leadership team to get a clear understanding of how decisions are made and what is typically expected.

5)    Believe in personal development, read books like, Strength Based Leadership, take a course, find and internal mentor or engage an executive coach.

It takes time for new managers to build confidence and feel secure in their new roles, that’s why it’s important to work on personal development and….patience.

Stephanie Wachman, Executive Coach, www.stephaniewachman.com, 720-232-3693
© Life In Balance LLC

How can properly delegating actually make my company money?

If you are a business owner, chances are, you have done everything by yourself for many years.  However, it gets to the point when you become so preoccupied doing everything yourself, that you lose sight of how to achieve or plan for even greater goals because you’ve simply run out of capacity.

Further, your daily tasks, take you away from your unique talents, areas of work which you naturally excel at and are passionate about.  These areas are typically the ones that you used at the beginning of your career.  If you can get back to what you are most passionate about then you will naturally tap into the area of your vision that will financially grow your business.

When I delegate, nothing get done right.  Why is that?

Prepare to delegate. This should be taken seriously and not as an afterthought.

If you don’t take the time to explain the task and think it’s easier to just do it yourself, then you will always have too much work on your plate.  Take the time upfront to explain what needs to get done and in the end you will free your time up.  Research shows that employees become disengaged and unmotivated when managers don’t delegate effectively.

Understand that they will mistakes.

• If you are a perfectionist. Be aware that you need to manage yourself first.  It is rare that another person will do a task exactly the same way as you, but focus on the outcome and not always the process.

It takes more time to delegate then to do it myself?

If you delegate and the work is not done correctly, ask yourself what kind of communicator you are. A great delegater has to be a great communicator and you need to know what to delegate.

• Delegate the tasks you have to do all the time
if you understand them well and know what the outcome is, and then it will be easy to communicate that to your employee.

• Delegate a less-than-essential task that requires skills you don’t currently have.
Learning new skills takes time, if your employee has the right skills to complete a task, than hand it over for them to do.

• Delegate tasks that don’t have immediate deadlines.
Researching materials for blogs, newsletters, interesting report that pertains to your business are all good examples.

Delegate a task to an employee who has shown a particular interest in it.
If you have an employee that has a degree in a certain area or an expertise from past work experience, then give them an opportunity to show you their stuff so long as it pertains to your business.

Delegate a task to an employee who needs to develop a skill in that area.
If you have an employee who has lots of potential and wants to grow in his/her career but is weak in an area, then delegate tasks that could help them to develop a new skill that will benefit them.  I.e.) running a meeting, calling on customers etc.

What is a delegation agenda and how will it help my business?
A weekly meeting on the same day each week where you go over the prior week’s delegation tasks and you get and give feedback from your employee.  Use a delegation worksheet (below) and create a binder to put it in, so you can track weekly progress.

  • Write an agenda of all the tasks you want accomplished.
  • Set deadlines that you both agree upon for accomplishing tasks.
  • Explain WHAT YOU WANT DONE, HOW YOU WANT IT DONE and WHEN YOU WANT IT DONE.
  • If they need authority, give it to them and let the other employees know that he/she is responsible for the project and needs their cooperation.
  • If they need a budget to do a task, give them spending authority and all the other tools they may need to finish the job.

How do I get honest feedback from my employee(s) that they understand and can do what I am asking of them?
Weekly meetings, these meetings provide the time for your employee to work with you one-on-one to get questions answered and to receive positive feedback as to what is going well and what needs to be improved upon.

Delegation is about improving your work/life balance and developing employees.  Truly a win/win situation if done right.

Need more information on delegation, call Stephanie Wachman, Executive Coach at 720-232-3693 or send an email to stephanie@coachinglib.com

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