It’s a new year and you’ve done a great job creating your goals for 2011. Ready, set, go…right? The hard part is not creating the goals; the hard part can be creating the strategy and action plans, aligning your resources and support team, identifying the proper time lines and metrics and having the discipline and perseverance to stay with the plan and achieve your goals.
Two ideas that I’ve been thinking about may help you this year. The first involves how managers and leaders interact with their staff. While few will readily admit to being a micro manager, some may want to change their focus to becoming more of a micro leader. Once you’ve communicated your goals for the company you should not assume that everyone on your staff fully understands their roles, expectations, etc. in carrying out the mission. This transition involves improving the job of setting expectations and based on the skills of the individual, helping them to make better decisions and create an action plan for their success. Some may argue that there isn’t enough time in the day to get this done. Only you can decide, but make your decision as compared to how much time it takes to administer corrective action or replace a non-performer.
The second thought involves evaluating whether your staff has the talent to effectively carry out the strategy and achieve the goals you’ve established for the company. More on this in my next post.
