Interviewing for an Internal Position

 

So you’ve been in your current position for quite some time now and you’re considering switching roles in your company – how exciting! Changing roles opens the door for growth, challenge, and opportunity. But first, you must conquer the interview.

Internal interviews are in a class of their own. They aren’t necessarily easier than interviewing with a new company, but they aren’t particularly harder either. They’re simply different.

Read on to learn our top tips for internal interviewing.

 

Don’t Keep Secrets
Before anything else, if you’ve been asked to interview for a position with a different manager, ensure that your current manager is aware of what’s potentially coming. You don’t need to have their permission, per se, but it’s good business practice to give them a heads up so they aren’t caught off guard. Rumors travel fast, so be sure to tell them sooner rather than later. You don’t want them to hear it from someone else. And remember, they don’t need to know every reason why you’re interviewing for a different position (better pay, better work assignments, co-worker relationships), they simply need to know that there is a possibility they might need to look for a new hire.

 

Honesty Only
Secondly, be honest. This should go without saying, but don’t try to pull a fast one on the interviewer. Often in external interviews, candidates carefully curate what is discussed, and make sure to hide any non-ideal information. Your current company is very aware of your experience at the company so far. The good, bad, and ugly. Don’t try to cover up or twist anything in your favor, the interviewer will know. Instead, if asked about a difficult moment, be honest. Share transparently what happened, how you handled it, and what you would do differently next time. Mistakes happen and the interviewer knows that. What matters is how you learned from the experience.

 

Take Advantage of Company Knowledge
While the interviewer being aware of your past can occasionally be stressful, it’s also your biggest advantage. Your company is well-aware of the excellent work that you’ve done, and when answering interview questions, go extra in-depth about those accomplishments. Because the interview is conducted with those who are a part of the company, you are welcome to share specifics on the work that you’ve completed. There’s no need to broadly explain concepts and try to fit a situational background into one sentence.

 

Don’t Forget the Follow Up  
Just because this interview is internal, it doesn’t mean that traditional interviewing steps should go out the window. Like external interviews, it’s important to follow up. Ensure that as soon as the interview is over and you’re back at your desk, you are writing and sending a thank you letter. And because you’re already at the office, feel free to handwrite it. Thank you notes are important and can often be that small edge that gets you the position.

 

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About Debi
Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level? 

Let’s chat. Schedule a complimentary call to discuss innovative solutions to your specific needs.

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5 Ways to Engage Employees During a Culture Change

Bringing about a culture change in your company can be a challenging process. People, just like an organization, are complex and the difficulty of changing habits and set thought patterns can be difficult. You know this personally if you’ve ever tried to change up a daily habit. However, without properly engaging your employees in the change process you cannot expect to successfully drive and sustain a culture change.

Employee Engagement
Employee engagement is vital to business success. And as you navigate through changing your company culture having your employees engaged will make your transition that much easier. During a culture change, leaders should make it a priority to ensure that employees are engaged. This starts with you being genuine and open, allowing employees to feel that they are heard and empowered.

When employees are engaged, they understand and align with the company values and are dedicated to the company mission. This generates loyalty towards the company and a motivation to perform at their best. They feel empowered to pay an active role and make a difference. When you make employees feel included and part of the process they become your partners in driving the culture change that you desire.

Communication Strategy
When you start with a culture change in your organization it’s important to have a strategy for how you want to go about employee engagement. This is where you choose your narrative and decide how to reach employees. It’s even more important if your workforce spans over more than one location as in these times most employees are working remotely.

It’s also important to be thoroughly prepared and make sure the information you’re sharing is accurate and reliable. Update and communicate with the employees on a regular basis. Your communication does not need to be lengthy lectures. Instead, keep your message simple, easy to understand, and consistent. Be sure to focus on the “why” behind the culture change as well.

Here are some tips for employee engagement during a culture change:

1. Create a network
Changing a culture is more than just sending out memos and hoping employees will get your idea. It’s about how you present yourself and engage directly with the people that make up the company. Create a network of people that you communicate with regularly. This will be your place to share your thoughts and lessons and get advice on important issues that come up.

2. Encourage feedback
Engagement is a two-way street. The best way to encourage employee engagement is to get their feedback. Whatever changes you’re making in the company culture ask your employees to give their feedback on it. When you do implement changes based on the feedback, share it with them.

3. Visual display
A great way to bring your culture to life is through the use of symbols, artifacts, and pieces of art that represent your culture. This can include your company values on t-shirts and other merchandise or planning rituals and building traditions around your culture. This is a physical reminder of what the company values most.

4. Create meaning
People are more likely to understand and adapt to a culture change when they find meaning in it. Allow your employees to make sense of the change on their own which allows the change process is smoother. Let your employees absorb the information, ask questions, and express what the change means to them. Create opportunities for them to process the culture change.

5. Own the change
To get your employees engaged and excited about the change, company leaders should start by owning the change and adapting the new mindsets themselves. It’s hard to change employee mindsets if they believe that the change is only about the bottom line and they are not valued as people. When you embrace the mindset you want to bring to the company you’ll inspire your staff to follow.

During this process, it is important to find ways to build trust with your employees. When you go beyond words, live by the values you want to implement, and show your employees that they’re valued, it will lead to a healthy relationship with them. Then find ways to enjoy the culture you wish to bring. Live your values and have fun while you’re doing it. This will draw others in and encourage them to follow.

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Is Your Company Culture Healthy? 5 Signs It’s Time For Change

“Corporate culture matters. How management chooses to treat its people impacts everything – for better or for worse.” – Simon Sinek

The quote above from the leadership guru Simon Sinek is a testimony to the importance of a company’s culture. Company culture is one of the most important yet most often overlooked part of a company. In order to stay successful and relevant in the long run, company culture plays a major role.

What is company culture?
Company culture, also referred to as organizational culture or workplace culture, can be defined as the set of values, attitudes, and characteristics of an organization. It is reflected in what people value at a company, the way they interact and communicate with each other, and their decisions. Several elements make up and influence a company’s culture. These include company vision and mission, style of leadership, workplace environment, business ethics, values, and company goals as well as expectations.

How Do I Know It’s Time for a Change?
It’s not always easy to recognize when it’s time for organizational culture change. The signs are not always obvious and it’s easy to confuse general company problems with an issue with company culture. Most of the time, a culture shift happens organically but there are times when companies and leaders need to actively drive the culture change. So how will you know it’s time for a culture change?

Here are some sure signs it’s time for a change:

1. Low financial performance
If company profits are plummeting and there’s no clear reason behind it such as changes to the economy or customer base, then it’s likely that your culture needs some change. Studies have shown a link between a company’s culture and its financial performance. The organizational culture research firm Great Place to Work reported in one study that the 13 companies that are consistently on Fortune’s list of Best Companies to Work For also reported increased average annual returns.

2. Employees are reluctant to communicate
Effective and open communication is essential for the health of any organization. With a healthy company culture, employees feel comfortable to communicate up and down the organizational structure. They do not hesitate to give feedback that is important for team leaders and managers. If you feel that employees are not sharing feedback or are hesitant to communicate especially during difficult times, then it could be a sign that its’s time for a shift in company culture.

3. Employees find it hard to reach consensus
Successful organizations recognize the benefits of having a diverse group of employees with different backgrounds. The coming together of diverse ideas and approaches helps teams find innovative and creative solutions. However, if you notice that your team is consistently finding it difficult to reach a consensus, it may indicate an issue with the company culture.

4. Low employee engagement
Employee engagement is a mark of good organizational health. It leads to more productivity and better company performance. Your employees are what keep the company going. If you feel that engagement levels are falling and it’s impacting your business, it’s important to inspect where the company culture is at fault.

5. Resistance to change
Successful companies realize that change is the only constant and are flexible when it comes to embracing new ways of business. Remaining static is a recipe for disaster and yet many companies are resistant to change and this is where their company culture is to blame. A healthy culture is one that sees change in a positive light. If you feel that every time something new or different is introduced in your company it’s met by a strong resistance then you need to drive a culture shift to welcome change and progress.

Company culture may be cultivated through deliberate policies and actions or it may be shaped gradually over time through the collection of company decisions. A strong company culture helps employees understand what is expected of them and so they work in alignment with the culture. A positive culture keeps your employees happy and productive, impacts employee retention and helps you meet company goals.

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Discovering Your Personal Leadership Style

Everyone has a leader inside of them. Don’t believe me? At some point in time, you probably have found yourself in a position to make decisions for other people. It could have been at a large gathering, at work, or even at home with your family. At the time, you probably didn’t even think about it.

What was your leadership style? Some people seek different opinions before making final decisions while others prefer to decide alone. Some leaders are very flexible in decision making to accommodate for different behaviors and personalities while others are firm and disciplined.

While there is no fixed rule on how to lead, the most important thing is to adopt the style that works for you and produces the results you seek. No matter what your style, you can always get better to gain the respect and confidence of more people and achieve even greater results.

Let’s discuss the importance of knowing your leadership style.

 

Why You Must Know Your Leadership Style

As an executive, entrepreneur, or team leader trying to progress in your field, understanding your leadership style is crucial because only then:

  • You will be able to truly hone in and take full advantage of the positive aspects of your leadership style.
  • You will understand your leadership imperfections and gain the awareness to make necessary corrections.
  • You will be able to strengthen relationships with those you lead through better communication.
  • You will grow and develop into higher leadership roles in your career.

 

So, how can you discover your leadership style?

 

Self-Evaluation

When self-evaluating, it is important to be as blunt and reflective as possible. Be honest with yourself, and honestly think through your personal strengths and weaknesses in leadership. Are you quick to stress? Are you a fantastic listener? Write down as many qualities of your leadership style as you can, good or bad. What strengths should you emphasize from now on? What roles are your weaknesses playing in your decision making?

 

Ask for Feedback

Feel free to ask the team you are leading about your style. After all, they are most affected by your leadership. Make sure the people you ask, are those that will give you honest opinions. And when approaching them, mention that you are looking for constructive feedback. Now is not the time to get defensive. If there are negatives, write them down and feel sorry for yourself later. This is valuable data that will effectively help you course-correct your leadership style as swiftly as possible.

 

Take an Online Quiz

Still perplexed about your leadership style? There are hundreds of quizzes available online which you can take to assess your leadership style and quality. These quizzes are often easy, fun, and incredibly insightful. The online tool will rate you, tell you your style, and suggest ways of improvement. Simply google “Leadership Style Quiz” and you will find many to choose from. I suggest taking several so you can see what qualities are consistently popping up for you.

 

There are many ways to lead. One style is not necessarily better than the other. The important thing is to discover the style that works best for you, your team and the organization to sharpen the strengths of that style. With a bit of self-reflection and feedback, you will be a more effective leader in no time.

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

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Your Leadership Style Impacts the Team

In the workplace, you are and will continue to be exposed to different leadership styles. Just as every person is unique, so is their leadership style. But, before we learn about the most common styles of leadership, let’s take a step back and discuss what leadership truly is.

Leadership is the process of inspiring individuals towards accomplishing a specific goal. The main aim of leadership is to achieve results; leaders should be able to communicate with others in a way that makes them act the way they want them to act.

Now, let’s dig into common leadership styles and tips for each one.

 

Autocratic

This older leadership style places much emphasis on obedience. Leaders using this style do not typically listen to others. Instead, they believe that their decision is the best way to go. This style of leadership can often push down other’s courage to speak up and collaborate, therefore risking the opportunity to capitalize on hidden talent.

If this is your natural leadership style, be mindful to pause and ask for input along the way. You never know what great idea could be waiting for you!

 

Laissez Faire

This style of leading is done in a hands-off way. The leader will often let others make some of the decisions without being involved. While this leadership style is laidback, a standoffish leader might not get to discover the extent of other people’s capabilities and know how best to employ skills.

If this describes you, remember there will be times you will have to step up to take hold of some situations. Also, take the time to get to know your team to pull together everyone’s core strengths.

 

Authoritative

Also known as the visionary style, authoritative leadership is the leader displaying confidence in their decisions, while also involving additional input and ideas. An authoritative leader will issue out orders to employees while taking the time to explain why a particular decision was made. With newer or uncertain teams, this leadership style is great to lean into. When there is an air of confusion or doubt in an organization, it is the job of the leader to step up and make strong decisions.

While there are many benefits to leading by this style, ensuring that employees feel heard will be vital to overall efficiency.

 

Democratic

Leading in a democratic way is done transparently. Typically, the employees are involved in decision making and are invited to provide their input too. It is a highly effective style because it can boost confidence and career development due to the collaborative nature. A democratic leader will unite the team and make them want to work harder.

While allowing leaders to guide while also welcoming collaboration from team members may be one of the most balanced leadership styles, in crisis or uncertain times, one leader may need to make the call.

 

Pacesetting

A pacesetting leader will lead by example. Extremely focused individuals can effectively lead with this style. Essentially, in this style, the leader demonstrates the standards for the team and expects the team to follow with minimal supervision. Usually, this leadership style is best for type A personalities who thrive under pressure or highly-skilled, tenured teams.

Pacesetters can fall into the trap that their team just knows what type of work is expected from them. When leading with this style, take moments to do check-ins with the team.

 

Being a leader means that you are responsible for others. You guide others towards a goal while navigating different personalities, skill levels, and work ethics. Although there are natural-born leaders who seemingly slip into a specific leadership style with no training at all, for the rest of us, leadership is something to be developed.

When you understand your leadership style, you can start testing out other styles. The most effective leaders do not limit themselves to one style. They often switch up their styles when the need arises. So, believe in yourself and your decisions. Others will follow naturally.

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

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When It Really Is Your Fault

Your eyes are wide and your palms are sweating. Oh no, I really messed up this time. How am I going to recover from this?

We’ve all had these moments in the workplace. There’s an accidental oversight, a miscommunication, or a flat-out error that is one hundred percent your fault. While there may be consequences (or if nothing else, a bruised ego), you can and will get through this. It’s all in how you handle the situation moving forward.

How should this be handled? Let’s jump in.

 

Step 1: Relax

While you shouldn’t see the situation as a walk in the park, panicking isn’t going to get you anywhere. The moment you feel your heart sink, take 1-2 minutes to breathe. This step is critical because it sets the tone for your behavior in steps 2-6.

 

Step 2: Assess

Next, figure out exactly what happened and what actions you took that contributed to the issue. Is there a possibility that you can fix it yourself with minimal damage done? If not, take inventory of what led to the current problem.

 

Step 3: Problem Solve

Before running to apologize to higher-ups, formulate a couple of possible solutions to the issue. Even if you can’t act on them yourself, be ready to share with the necessary party. It’s a lot easier to hear bad news if resolution ideation is already rolling.

 

Step 4: Approach the Appropriate Individual

Once you’ve assessed what happened and have a few solutions laid out, approach the appropriate individual who needs to know about the situation. Be calm, and be matter of fact. As tempting as it may be to unleash the biggest apology of your lifetime, there is time for emotions later. Right now, focus on explaining what happened, take ownership, and suggest ways you’re prepared to fix it.

 

Step 5: Take Action

You’ve relaxed, assessed, problem-solved, and informed. Now it’s time to put the plan into motion. Take the necessary actions required to mend the problem according to your conversation with the appropriate individual.

 

Step 6: Be Proactive

Mistakes are bound time happen from time to time. No one is perfect, and we’re all going to experience a “Yikes!” moment here and there. What is crucial is to not let the mistake happen again. Make a plan to ensure that the mistake will not be repeated. A mistake made once is a learning experience. A mistake made twice is carelessness.

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

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Show Your Employees Some Love

It’s that time of year again, folks! Whether you dread or wait on pins and needles for it, Valentine’s Day is on the horizon. A holiday traditionally meant for romantic festivities between partners, Valentine’s Day has now expanded into a holiday filled with commemorating moments between partners, families, friends, and even…..employees.

Let’s take a quick step back, no need to create a Human Resources scandal here! What we are saying is, work isn’t all results, profit, performance, etc. As a leader, it is vital that you show your employees that you care for them through your actions, words, and behaviors.

Keep reading to discover how you can show your employees love in a mutually beneficial way to them, and to the company.

 

Remember They Are People, Just Like You

As previously stated, there is more to a business beyond results, and more to people than what they can do for you. Remember that your employees are individuals too, with families, friends, hobbies, fears, and more. Treat them accordingly. Does Daniel really need to be a part of the late Friday afternoon meeting that has nothing to do with his work beyond him being on your team? Or can he head out so he can make it to his kindergartener’s soccer game? Does Cheryl truly need to be in the office Monday through Friday, or can she work from home 2 days a week to spend time with her ill husband?

So often, we require actions of employees that truly aren’t necessary, but are “the way it’s always been done”. However, if small tweaks are made, quality of work-life balance for these individuals can improve immensely. Remember that your employees are more than just employees, they’re just like you.

 

Recognition is Powerful

Never underestimate the importance of recognition for your employees. As a leader, you are recognized more often than you may realize. You are the head of your team or company, therefore all the praise for your business’s triumphs typically falls onto you, not the individuals contributing long hours and skills towards to collective success. Be very, very mindful of the work of your team members, and make a significant effort to recognize them, both publicly and privately. At the monthly company meeting, share praises regarding top-achievers from the month. Invite individuals to your office for congratulatory conversations. People want to feel that the work that they do matters. Show them that it does.

 

When Opportunities Arises

However, even more important than remembrance and recognition is raising others up. When opportunities land on your desk that you have the perfect individual to lead the charge, give them the opportunity to do so. Should a career-changing big break be brought up in an executive meeting, be the person to mention the name of a deserving individual. Don’t gate-keep opportunities, hand them out every chance you get.

 

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

 

 

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Navigating Transparent Leadership

As a leader, you are an information gatekeeper in your organization. Sounds intense, doesn’t it? You know the financial situation, company updates, and potential opportunities far before your team does. But isn’t it important to be transparent as well? How do you know how much to share? What if your employees feel in the dark?

When it comes to transparency, it’s all about balance. By implementing a few key changes, you can find the equilibrium between confidentiality and transparency. Keep reading to learn our best tips for “having an open door”, with boundaries, in the workplace.

 

Communicate Your Standards

We tend to feel frustrated when we feel uninformed. Most issues in life could have been avoided if proper communication occurred beforehand. Go ahead and set parameters with your team, letting them know that you are an open-book when you can be, but also need an understanding that some information is not available for discussion. And if possible, let them know that even if something can’t be shared now, they can expect it to be communicated at a later date.

 

Provide Office Hours

While not everything can be shared with your team, a good amount can be. If you have a sizable team under you, consider holding bi-weekly/monthly “office hours” meetings where the team can send in their questions and hear from you on what they should expect. This demonstrates your transparency, as well as keeps a consistent and scheduled line of communication between you and your team. Be mindful, however, that you do need to prepare to answer questions in real time and you may not always have a positive answer. That is okay. Your team deserves as much transparency as you can offer, and sometimes that includes less-than-ideal information.

 

Remember, You’re the Leader

When you get down to it, you are the leader and are hierarchically placed above the team. That means, information will and should trickle to you much earlier than it should be shared with your team. You have the right to digest information, and decide when and how you will share. If you’re not ready to discuss a certain topic, feel empowered to give a kind, but firm, “that is confidential information right now”, and then move on. You have the absolute right to make that choice.

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

 

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Emotional Intelligence in the Workplace

As a leader, you can have every technical skill in the world, but if you are lacking emotional intelligence, you will struggle to communicate properly with your team. While that may sound daunting, don’t worry, let’s walk through what emotional intelligence is and how you can implement it in your workplace.

 

What is Emotional Intelligence?

Emotional Intelligence, also referred to as EQ, is “the ability to understand and control your own feelings, and to understand the feelings of others and react to them in a suitable way” (Cambridge Dictionary).

 

 Resilient Educator* discuss the breakdown of EQ into its 5 key components:

  1. Emotional Self-Awareness — knowing what one is feeling at any given time and understanding the impact those moods have on others
  2. Self-Regulation — controlling or redirecting one’s emotions; anticipating consequences before acting on impulse
  3. Motivation — utilizing emotional factors to achieve goals, enjoy the learning process and persevere in the face of obstacles
  4. Empathy — sensing the emotions of others
  5. Social Skills — managing relationships, inspiring others and inducing desired responses from them

How do these 5 components tie into being a great leader? As a leader, you set the tone of your organization. The way that you interact with and react to your employees affects their cognition, confidence, and therefore, performance.

 

Emotional Self-Awareness and Self-Regulation

Let’s discuss emotional self-awareness and self-regulation. It’s imperative that you understand yourself first. Take the time to consider why your feelings are what they are and what instinctual actions you want to take, before you take them. What are your strengths and weaknesses? If presented with bad news, what is your impulse reaction? The more understanding you have of your own thoughts and behaviors, the better you can control them.

 

Motivation

What motivates you? What motivates your employees? Consider both intrinsic and extrinsic motivation. Intrinsic motivation is motivation that comes from within. Doing work because it makes you feel accomplished, proud, purposeful, etc. Extrinsic motivation is all about what you can receive from your work. Awards, bonuses, public accolades. If you can understand what motivates your employees and makes them feel valued, you can create situations where their performance will thrive.

 

Empathy and Social Skills

In leadership, you’re going to face situations with your employees that are less than ideal for the business. Employees will have great days, but they will also have really bad days, just like you. The key to handling these bad days is having empathy for your employees, and being able to pick up on their emotions before they negatively affect business. One day, you may recognize that a typically chipper and confident employee seems quieter than usual. If possible and not an inconvenience to the business, perhaps that day you should move your 2-hour meeting with them to a different day. Or, if an employee is having a great day, that may be the day to meet with them and discuss upcoming projects you would like for them to take on. Overall, understand how to read the room. This empathy will lead to highly-valued, trusting relationships with your employees.

 

Lastly, consider your social abilities. Do you know how to properly handle conflict between employees? How to properly praise your employee when they’ve done excellent work? A leader with proper social skills creates an example for employees to model in their own behavior.

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level? 

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

 

*“Daniel Goleman’s Emotional Intelligence Theory: Explanation and Examples: Resilient Educator.” ResilientEducator.com, 11 June 2020

 

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Ditching the New Year’s Resolution for Annual Intentions

“Wait, what? You mean to say I shouldn’t be setting New Year’s resolutions?”

Sounds crazy, doesn’t it? As we end each year, it’s common practice to begin thinking about the changes you want to make next year. You’re going to lose 50 pounds by March, write a book, stop drinking coffee…the list goes on and on. Don’t get me wrong, aiming to improve yourself is an excellent endeavor. The problem is the outlandish lists that we make only set us up for failure and disappointment. There is no plan, no steps, and more than likely, you give up by January 12th.

But all hope is not lost! Just because you should ditch the traditional New Year’s resolution list does not mean that you should abandon goal planning. Read on to discover the best way to knock out your 2021 goals and put yourself on the pathway to success.

 

Create Attainable Goals

I hate to be frank, but more than likely, you are not going to go (and stay!) vegan immediately. You probably won’t run a marathon if you’ve never run more than 2 miles at a time either. These goals are huge, complete changes from your current lifestyle. And let’s face it, it’s really easy to say something, it’s hard to do it. What you can do, however, is set up attainable goals for YOU.

Any goal you set needs to be achievable for you. Not your spouse, not your friend, for you. If you want to eventually go vegan, start incorporating 2 vegan dinners per week into your meal plan. If that’s too much, try out one per week. Start going running for 20 minutes and build up to 30 minutes. Start very, very small with goals that you know you can handle. If they seem too simple and manageable, they’re probably perfect. There’s always time to increase your goals. The key is picking attainable, simple goals that can keep consistency.

 

Create a Plan

Just like pilots need to know how to follow their planned route while flying to a destination, you need to have a plan of action for how you’re going to attain your goals. Planning to write a book? Schedule it in that 4 days per week at lunch, you’re going to write half a page. It doesn’t matter if the writing is subpar that day or you have writer’s block, you’re going to stay consistent and write something down.

Don’t overdo yourself and expect something to happen every day. That’s a quick and easy way to lead to burn out. But pick your days, pick your times, and stay consistent with what you’ve set out to do.

 

Create Metrics

You know how your boss is always asking for customer counts, revenue amounts, or quarterly statistics? It’s because to measure success, we must see where we are in comparison to where we’ve been. Create measurable milestones that show you the progress that you’ve made. Design a spreadsheet where you mark down every time you complete your mile for the day and how fast you ran. Track your water drinking by using one of the dozens of available apps. Not only do metrics show you your progress, but they can assist you when staying motivated gets difficult.

 

The key to successful goal setting and achieving is the planning process. Instead of setting yourself for failure and being disappointed by April, set yourself up for success with these three guidelines. December 2021 looks better already.

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level? 

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

 

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