By Neil Phillips.
Have you ever been frustrated because you missed your goal when the team didn’t perform the way they needed to for you to promote or reach the next trip level? Achieving goals as a leader is very different from achieving goals as a consultant. A leader’s goals often depend on the performance of the team. Your success at achieving your goals will grow by leaps and bounds when you begin to use this three-step goal-setting system.
Step One: You, the Leader
What do you really, really want? What are you willing to do to achieve it? Each goal-setting season begins with some soul searching. What do you, as the leader, want? It is helpful to get away and spend some quiet time writing the answers to these questions:
What do I want for my family?
What do I want for myself?
What do I want my team to achieve?
What am I willing to do to achieve these goals?
What must I sacrifice to make them happen?
Who must I get involved?
Who needs to know my goals to support me in their success?
Is my team in place to realistically achieve these goals?
Step Two: Your Team Members
What does each team member really, really want? What are they willing to do to achieve it?
Find out by talking to each of them! Ask them the questions that you have pondered yourself. You might send them the questions in advance of your conversation on goals. Ask them to write out their answers. This is the time to explore with them and help them match up what they want with what they are willing to do.
Step Three: Match the Goals of the Leader to the Goals of the Team
Now that you understand what your team wants and what they are ready and willing to do to accomplish their goals, you can realistically set your own goals. Take some time to put numbers to your team’s goals. What does each of their efforts add up to? How many are looking to promote? What are their sales and recruiting goals? If each one achieves their goal, what does that mean to you? Once you have added up the results of what will happen if each team member meets their personal goals, take a good look at how it matches up with your own goals.
If things line up, it’s time to support your team in achieving their dreams as you follow through on your personal goals. What must you do to fill in the gap if they don’t? Will you recruit more to find that next leader? Sell more to make up the team sales goal? Invite more people into your leadership promotion system? Perhaps you will adjust your objectives to line up with the team. Maybe their dreams are more significant than you expected, and it’s time to stretch your goals higher!
Do you really, really know who wants to be one of your new leaders this summer? These three steps may be what you need to get started.
Want to learn more about what you really want?
Being a leader is more than managing sales and recruiting. Being a leader tests your self-concept and relationship skills. The Direct Selling Leaders Network is the Facebook group known as a safe place to share questions and answers about growing your business. Leaders are curious. This is a great group to find out some answers.
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