Businesses that are celebrating a successful 2018 are not winding down just yet. This is the time that goals for 2019 are being identified and fine-tuned. Setting goals is one thing. Achieving them is another. It’s the planning and action required that is often not thought through properly.
I have spent a couple of days doing 90-day planning workshops with some of my clients. These companies have not only documented their goals for next year, but they know EXACTLY what is required of each individual in the team on a monthly, weekly and even daily basis to achieve those goals. What’s more, it is all documented in a 90-day plan that is ready to be implemented.
If you have goals for 2019, here is a litmus test to check if you have thought it through and put a proper plan in place for the first quarter of next year to achieve it.
Have you addressed all the following questions in your 90 day plan to achieve your goals?
• What is your goal? What will this goal mean to you and your business? Why is it important to have this goal? What are the consequences of not achieving the goal?
• What is your measure of success? How will you know if you have achieved the goal? What business measures exist to measure your goal or do you need to develop them? If so, what’s needed?
• Rate the likelihood of achieving the goal out of 10. Why do you feel your rating is appropriate? If the rating is less than 7, what needs to happen to make it more than 7?
• What obstacles will stop you from achieving this goal? How can you remove, avoid or work around these obstacles?
• What behaviours need to change within the company to facilitate the goal? From a leadership perspective, who do you need to “become” to achieve this goal? What needs to change in your leadership style, attitude and belief system?
• Do you have sufficient time to do the tasks required? If not, how much time is needed and where can you find the time? (delegate, stop doing, etc)
• Do you have the financial resources to deliver the goal and have you done a budget to track the costs of the initiative?
• What systems or technology must change to help facilitate this goal? Will the changes require a change management plan? Do you require new processes, job descriptions and ‘how-to’ manuals to be developed?
• What changes to the team are required? Will you need to recruit any new team members, decrease the team, restructure, promote, or train?
• What needs to be done from a team performance perspective to help motivate and deliver on this goal? Will any new ‘rules of the game’ need to be defined or created to help facilitate the implementation of the goal?
• From an operations, production, delivery and distribution perspective, what needs to be done to help facilitate the achievement of this goal?
• How regularly will you need to meet as a team to drive this goal? What team planning sessions are required? Who will be the driver?
• And finally… What is your reward for achieving the goal? How will you celebrate?
If the above process seems a little daunting, perhaps you should join my next 90 day planning workshop. We’ve got it down to a fine art… by lunch time the plans are done, and we enjoy a lazy lunch relaxed in the knowledge that we are ready to hit the ground running the next quarter.
As you wind down to the end of 2018, make sure you are prepped and ready to fly in January 2019.