Tag Archives: SMART goals

Setting Goals for your Business

Step 4 ~ WHAT DO YOU REALLY WANT

 

Now the next part of the process is probably the most exciting because this is were you start building your blueprint for the next 12 months.

What do you really want in 2013? What goals really matter?

Lots of people come up with lengthy laundry lists of vague, wishy-washy resolutions with no real oomph in them. Often we don’t even really care about them at all. They’re just fashionable or what we think we “should” care about, or based on what we think other people expect of us.

What do I mean? You know, resolutions like this:

…..I’ll cut our overheads                   
…..I’ll be more focussed
…..I’ll be a better ____ (parent/boss/friend/spouse), etc.
…..I’ll clear our overdraft
…..I’ll do more to bring in new business

Unclear statements like this can NEVER engender any real enthusiasm. As a matter of fact, they’re far more likely to cause you to feel bad rather than good because they all focus on something that’s MISSING rather than on what’s truly desired.

When we focus on something, we are much more likely to get it – whether it’s a car, a financial goal or even a relationship. By sending a message of desire to our brain, we start to make pictures of that and, in turn, we do what we have to do to make it happen. Rather like a builder has an idea of what a project will look like when it’s done or like a hairdresser knows what style they want to create before they start cutting, we can all design the future we want – and then go out to get it.

Unfortunately not all of us are focused on positive outcomes. Many of us are obsessed by what we don’t want, what’s wrong with us and what’s missing from our lives. We often forget to put our attention on what’s great, what’s working and what resources we already have to create even more happiness and success. Because we tend to get what we focus on, if you focus on what’s not working or if you spend all your time wondering why bad things always seem to happen to you, then you’ll simply get more of what you don’t want. What’s the point of that?

Finally, the key thing to consider when you’re setting goals is to clarify why you want something. Chances are if you set goals about things that you need in your life or that will benefit you and others, you’ll feel happy when you achieve: for example, increasing patronage in your restaurant may help your profitability.

But if you set goals just because you think you should or to please other people, you may not feel that great – even when you’ve achieved what you set out to do. For example if increasing patronage in your restaurant just increases your workload, but does little to enhance your bottom line, it’s unlikely to motivate you! You have to ask yourself ‘What’s in it for me?’ and ‘What will happen if I don’t manage to do this?

Whatever goals you set, you have to demand more of yourself to push your performance: and you have to realise that we are all more capable then we think we are. Your ability to achieve is immeasurable – and it can be easier than you think to get what you want.

It is also too easy to set resolutions or goals in some areas which are not then compatible with other areas for life.  For example people often set very ambitious goals for their business, which then conflict with personal goals.  So when setting goals for the coming year it is a good idea to look at all areas of life. Business and career, Personal development, Family, Possessions & things that you want , Spirituality, Relationships or personal relationships, Health and fitness and Financial.  Those aren’t in any particular order of importance and ideally you’ll want to have goals in every single area of life.  Even if you are currently focusing on your business goals for the coming year, at some point you have to be honest and take stock of how well these sit with your goals in other areas.

So now what I want you to do is take some time, (this is probably the lengthiest part of this process) and literally dream; picture and list all the things that you want to achieve in all those areas over the next 12 months.  Most people find this easier to do on paper rather than on a computer; use whichever format works best for you to get the ideas flowing.

At this point don’t worry if your goals are realistic or achievable or not; just brainstorm.  Play with the idea; focus your energy and attention on it until it’s clear and sharp and big enough to be exciting to you, until you feel great just thinking about it. (It doesn’t matter at all what anyone else might think of it.) What are all the things over the next 12 months you want to be, you want to do, that you want to have in all those areas of life.  The being, the doing and having of which would make the coming year the best year ever.

From your list of goals pick your most important goal to work on for now.

The goals that you need to be setting need to be SMART.  You are probably already familiar with the idea of smart goals: Specific, Measurable, Achievable, Realistic, Timebound.  Click here for a more detailed article on SMART goals.  But a couple of areas I would stress are:

That your goals need to be specific. Describe in specific detail exactly what it is that you want to achieve.

They also need to be expressed in the present tense as if now; as if you already had the goal

And each goal needs a precise time: day, date, month and year, and in some cases it might even be a time of day

  • Now identify your number 1 goal. What is this?
  • When do you want to achieve this by?
  • What will you see, hear or feel once you have achieved this goal?
  • Why is this goal important to you?
  • How will this goal impact others?
  • What impact will working on and achieving this goal have on other areas of life?
  • If you don’t achieve this goal what would happen?
  • Now imagine 6 months have passed, and you’ve done it.  You have achieved your number 1 goal. Write down how you would feel.
  • Now repeat this process for goals 2 and 3.
  • If you wouldn’t feel wonderful about each of these, then you might like to go and re prioritise.

 

Get your business off to a flying start in 2013 with one of my complimentary business retention strategy sessions. Find out more here.

See Part 5 tomorrow or access the whole programme online here


Achieving your Goals for your Hotel Business

Step 5 ~ MAKING IT HAPPEN

 

Now think about what you need to do to reach these goals?  For each goal outline resources you need, action you need to take and the support you’ll need.

Now make a list of everything you are going to have to do to achieve your goal No. 1.

  • What are the actions?
  • Who can help you?
  • What resources do you need?
  • How will you obtain these?
  • What obstacles will you need to overcome?
  • How will you resolve these?
  • What skills will you require?
  • How will you acquire these?
  • What sacrifices will you need to make?
  • What consistent behaviour will you need to adopt to achieve this goal?
  • What actions can you take in the next seven days to get you nearer your goal?
  • What action can you take in the next 24 hours to get you started?

 

Now do something every single day, however small, that gets you nearer to your goal.

See Part 6 tomorrow or access the whole programme online here.

Get your hotel business off to a flying start in 2012 with one of my 12 complimentary hotel business focus sessions. Find out more here.

 

 


Setting goals for your Hotel for 2012

Step 4 ~ WHAT DO YOU REALLY WANT

 

Now the next part of the process is probably the most exciting because this is were you start building your blueprint for the next 12 months.

What do you really want in 2012? What goals really matter?

Lots of people come up with lengthy laundry lists of vague, wishy-washy resolutions with no real oomph in them. Often we don’t even really care about them at all. They’re just fashionable or what we think we “should” care about, or based on what we think other people expect of us.

What do I mean? You know, resolutions like this:

…..I’ll cut our overheads                   
…..I’ll be more focussed
…..I’ll be a better ____ (parent/boss/friend/spouse), etc.
…..I’ll clear our overdraft
…..I’ll do more to bring in new business

Unclear statements like this can NEVER engender any real enthusiasm. As a matter of fact, they’re far more likely to cause you to feel bad rather than good because they all focus on something that’s MISSING rather than on what’s truly desired.

When we focus on something, we are much more likely to get it – whether it’s a car, a financial goal or even a relationship. By sending a message of desire to our brain, we start to make pictures of that and, in turn, we do what we have to do to make it happen. Rather like a builder has an idea of what a project will look like when it’s done or like a hairdresser knows what style they want to create before they start cutting, we can all design the future we want – and then go out to get it.

Unfortunately not all of us are focused on positive outcomes. Many of us are obsessed by what we don’t want, what’s wrong with us and what’s missing from our lives. We often forget to put our attention on what’s great, what’s working and what resources we already have to create even more happiness and success. Because we tend to get what we focus on, if you focus on what’s not working or if you spend all your time wondering why bad things always seem to happen to you, then you’ll simply get more of what you don’t want. What’s the point of that?

Finally, the key thing to consider when you’re setting goals is to clarify why you want something. Chances are if you set goals about things that you need in your life or that will benefit you and others, you’ll feel happy when you achieve: for example, increasing patronage in your restaurant may help your profitability.

But if you set goals just because you think you should or to please other people, you may not feel that great – even when you’ve achieved what you set out to do. For example if increasing patronage in your restaurant just increases your workload, but does little to enhance your bottom line, it’s unlikely to motivate you! You have to ask yourself ‘What’s in it for me?’ and ‘What will happen if I don’t manage to do this?

Whatever goals you set, you have to demand more of yourself to push your performance: and you have to realise that we are all more capable then we think we are. Your ability to achieve is immeasurable – and it can be easier than you think to get what you want.

It is also too easy to set resolutions or goals in some areas which are not then compatible with other areas for life.  For example people often set very ambitious goals for their business, which then conflict with personal goals.  So when setting goals for the coming year it is a good idea to look at all areas of life. Business and career, Personal development, Family, Possessions & things that you want , Spirituality, Relationships or personal relationships, Health and fitness and Financial.  Those aren’t in any particular order of importance and ideally you’ll want to have goals in every single area of life.  Even if you are currently focusing on your business goals for the coming year, at some point you have to be honest and take stock of how well these sit with your goals in other areas.

So now what I want you to do is take some time, (this is probably the lengthiest part of this process) and literally dream; picture and list all the things that you want to achieve in all those areas over the next 12 months.  Most people find this easier to do on paper rather than on a computer; use whichever format works best for you to get the ideas flowing.

At this point don’t worry if your goals are realistic or achievable or not; just brainstorm.  Play with the idea; focus your energy and attention on it until it’s clear and sharp and big enough to be exciting to you, until you feel great just thinking about it. (It doesn’t matter at all what anyone else might think of it.) What are all the things over the next 12 months you want to be, you want to do, that you want to have in all those areas of life.  The being, the doing and having of which would make the coming year the best year ever.

From your list of goals pick your most important goal to work on for now.

The goals that you need to be setting need to be SMART.  You are probably already familiar with the idea of smart goals: Specific, Measurable, Achievable, Realistic, Timebound.  Click here for a more detailed article on SMART goals.  But a couple of areas I would stress are:

That your goals need to be specific. Describe in specific detail exactly what it is that you want to achieve.

They also need to be expressed in the present tense as if now; as if you already had the goal

And each goal needs a precise time: day, date, month and year, and in some cases it might even be a time of day

  • Now identify your number 1 goal. What is this?
  • When do you want to achieve this by?
  • What will you see, hear or feel once you have achieved this goal?
  • Why is this goal important to you?
  • How will this goal impact others?
  • What impact will working on and achieving this goal have on other areas of life?
  • If you don’t achieve this goal what would happen?
  • Now imagine 6 months have passed, and you’ve done it.  You have achieved your number 1 goal. Write down how you would feel.
  • Now repeat this process for goals 2 and 3.
  • If you wouldn’t feel wonderful about each of these, then you might like to go and re prioritise.

 

See Part 5 tomorrow or access the whole programme online here

Get your hotel business off to a flying start in 2012 with one of my 12 complimentary hotel business focus sessions. Find out more here.


Your Best Year Ever ~ Goal Setting for 2011

Step 4 ~ WHAT DO YOU REALLY WANT

 

Now the next part of the process is probably the most exciting because this is were you start building your blueprint for the next 12 months.

What do you really want in 2011? What goals really matter?

Lots of people come up with lengthy laundry lists of vague, wishy-washy resolutions with no real oomph in them. Often we don’t even really care about them at all. They’re just fashionable or what we think we “should” care about, or based on what we think other people expect of us.

What do I mean? You know, resolutions like this:

…..I’ll cut our overheads                   
…..I’ll be more focussed                   
…..I’ll be a better ____ (parent/boss/friend/spouse), etc.
…..I’ll clear our overdraft                  
…..I’ll do more to bring in new business

Unclear statements like this can NEVER engender any real enthusiasm. As a matter of fact, they’re far more likely to cause you to feel bad rather than good because they all focus on something that’s MISSING rather than on what’s truly desired.

When we focus on something, we are much more likely to get it – whether it’s a car, a financial goal or even a relationship. By sending a message of desire to our brain, we start to make pictures of that and, in turn, we do what we have to do to make it happen. Rather like a builder has an idea of what a project will look like when it’s done or like a hairdresser knows what style they want to create before they start cutting, we can all design the future we want – and then go out to get it.

Unfortunately not all of us are focused on positive outcomes. Many of us are obsessed by what we don’t want, what’s wrong with us and what’s missing from our lives. We often forget to put our attention on what’s great, what’s working and what resources we already have to create even more happiness and success. Because we tend to get what we focus on, if you focus on what’s not working or if you spend all your time wondering why bad things always seem to happen to you, then you’ll simply get more of what you don’t want. What’s the point of that?

Finally, the key thing to consider when you’re setting goals is to clarify why you want something. Chances are if you set goals about things that you need in your life or that will benefit you and others, you’ll feel happy when you achieve: for example, increasing patronage in your restaurant may help your profitability.

But if you set goals just because you think you should or to please other people, you may not feel that great – even when you’ve achieved what you set out to do. For example if increasing patronage in your restaurant just increases your workload, but does little to enhance your bottom line, it’s unlikely to motivate you! You have to ask yourself ‘What’s in it for me?’ and ‘What will happen if I don’t manage to do this?

Whatever goals you set, you have to demand more of yourself to push your performance: and you have to realise that we are all more capable then we think we are. Your ability to achieve is immeasurable – and it can be easier than you think to get what you want.

It is also too easy to set resolutions or goals in some areas which are not then compatible with other areas for life.  For example people often set very ambitious goals for their business, which then conflict with personal goals.  So when setting goals for the coming year it is a good idea to look at all areas of life. Business and career, Personal development, Family, Possessions & things that you want , Spirituality, Relationships or personal relationships, Health and fitness and Financial.  Those aren’t in any particular order of importance and ideally you’ll want to have goals in every single area of life.  Even if you are currently focusing on your business goals for the coming year, at some point you have to be honest and take stock of how well these sit with your goals in other areas.

 

 

Clearly define your goals

 

 

 

So now what I want you to do is take some time, (this is probably the lengthiest part of this process) and literally dream; picture and list all the things that you want to achieve in all those areas over the next 12 months.  Most people find this easier to do on paper rather than on a computer; use whichever format works best for you to get the ideas flowing.

At this point don’t worry if your goals are realistic or achievable or not; just brainstorm.  Play with the idea; focus your energy and attention on it until it’s clear and sharp and big enough to be exciting to you, until you feel great just thinking about it. (It doesn’t matter at all what anyone else might think of it.) What are all the things over the next 12 months you want to be, you want to do, that you want to have in all those areas of life.  The being, the doing and having of which would make the coming year the best year ever.

From your list of goals pick your most important goal to work on for now.

The goals that you need to be setting need to be SMART.  You are probably already familiar with the idea of smart goals: Specific, Measurable, Achievable, Realistic, Timebound.  Click here for a more detailed article on SMART goals.  But a couple of areas I would stress are:

That your goals need to be specific. Describe in specific detail exactly what it is that you want to achieve.

They also need to be expressed in the present tense as if now; as if you already had the goal

And each goal needs a precise time: day, date, month and year, and in some cases it might even be a time of day

  • Now identify your number 1 goal. What is this?
  • When do you want to achieve this by?
  • What will you see, hear or feel once you have achieved this goal?
  • Why is this goal important to you?
  • How will this goal impact others?
  • What impact will working on and achieving this goal have on other areas of life?
  • If you don’t achieve this goal what would happen?
  • Now imagine 6 months have passed, and you’ve done it.  You have achieved your number 1 goal. Write down how you would feel.
  • Now repeat this process for goals 2 and 3.
  • If you wouldn’t feel wonderful about each of these, then you might like to go and re prioritise.

 

See Part 5 tomorrow or access the whole programme online here


Setting Goals

In the A – Z of hospitality leadership G is for setting goals.

 

 

Do your team know what you expect and how you’ll measure this?

In the article on Communication I talked about the need to let people know what is expected of them, and how their contribution fits into the bigger picture.

So how does this translate into day to day leadership?

It means communicating your longer term goals; what do you want to achieve over the next 5 – 10 years?  Then break this down into goals or objectives for the year ahead, for the business as a whole, for the departments, and on an individual level.

This enables your team to know what they are each responsible for. And when everyone achieves all their goals the department as a whole should achieve their goals. This seems obvious, but it’s surprising how many businesses don’t make this connection!

These goals need to include some KPIs or metrics. Most of us are familiar with SMART goals, which are a good starting point.

 

Here SMART goals are explained; however I’ve added in a few more criteria to make goals that bit more robust and more likely to be achieved.

 

S

Be as SPECIFIC as possible.  What will they see, hear or feel when the goal is achieved.  The more vivid the image the more powerful it will be. Can you easily explain it to someone else?  I want you to increase sales is not specific; how much more sales, in areas, at what profit margin, by what date……?

As well as being specific, the goals you set must be STRETCHING.  Is the goal something that will get the business further forward, but still provide an element of challenge?

 

M

Goals must be MEASUREABLE so you can all quantify their progress and track it.  What MILESTONES will you set?

Any goal you set must be MOTIVATIONAL too – What will achieving their goal get them?  How well does it fit in with their values and what’s important to them?  Does it inspire them?  Will it give them a sense of accomplishment on achievement?  If not, then the chances of them achieving it are slim!

 

A

Getting a balance between being stretching and motivational and at the same time being ACHIEVABLE is key.  Unobtainable goals will have a negative impact.  But it is important that they are ACTIONABLE by them, not dependent on others’ actions out of their control.

It is also important that the goals you set are AGREED with the individual. If they don’t agree with the goal, maybe because they think it’s unachievable, or not part of their job you will get reluctance and the goal will be put to the bottom of their priority list.

 

R

How RELEVANT are the goals to them, their role and the business as a whole?  A goal that is incompatible will mean inevitably that something will have to give.

Once you are both happy with their goals ensure you RECORD them.  Then keep the goals as a focus of your review process. If they are working on things which do not contribute to their goals ask why.

 

T

When wording your goals specify what you are moving TOWARDS rather than what you want to avoid. Our brains find it difficult to process negatives, so by concentrating too much on what you want to avoid actually focuses the brain on this rather than what you want instead.  So, for example, if a goal is to reduce complaints, focus on the reaction you want to get from your guests instead.

Finally, goals must be TRACKABLE (including TIMESCALES) so you can review at any time how well your team are on track.  We all know the results of leaving everything to the last minute, so set some specific timescales when you’ll review progress, and schedule these into your diaries.

 

Join me on my recent tele seminar where I share the answers to the questions I’m asked most often by my leadership coaching clients.


Using the Coaching GROW model

coaching modelI’ve been running a coaching skills workshop this week and it has reminded me of the simplicity and power of this simple coaching model. A word of warning, this is not for the control freaks!

The model is GROW, probably one of most widely known coaching models.

GROW stands for GOAL, REALITY, OPTIONS and WILL

It is not appropriate for every situation, but can be used to great effect to tap into people’s potential. It is based on the principle that the coach asks questions and draws the answer from the coachee or employee. This leads to increased awareness, better buy in and commitment, increases confidence and  good development.

Goal

Setting the overall coaching objectives and the goals for the coaching session. Goals need to be SMART* There may two types of goal – one long term goal, then a short term goal for the session. Goals need to focus on what will be observed or happening once it is achieved.

Reality

Checking and raising awareness of the situation right now. This brings out the coachee’s perception of the situation which can sometimes be very different from the manager’s. It is important that the manager does not make assumptions about what is happening, even if they think they already know! It is important to get a full a picture as possible about what is happening to get to the root of the problem.

Options

Finding alternative strategies, solutions, answers. This is usually the hardest part for the manager acting as coach, as it is all too easy to give the answers or make suggestions. This means the employee will continue to be dependent on the manager to come up with solutions and not have to think for themselves. It is far more rewarding for the employee to come up with their own solutions.

Will

Testing commitment to the goal, making concrete, realistic plans to reach it. We’ve all been to meetings when there has been a lot of talk and ideas and then you meet again a few weeks later and nothing has happened. The same will happen following a coaching session if there is no summing up of the course of action, and commitment from the coachee to take action.

This format works well for for day to day discussions in supporting your team in their work, as well as more formal one to one discussions on performance, objective setting, and development planning. It also gives a structure to use in team meetings for group problem solving.

So next time one of your team comes to you with a problem, before you just tell them what to do, stop and consider if they could come up with the solution themselves by exploring each of these 4 questions.

This and other topics will be covered in my new online leadership coaching programme is being launched in September.

* See full article on setting SMART goals