Results Oriented Leadership

Are you all about the numbers?

Do you monitor performance goals and drive toward the bottom line?

If so, thank you for using your God-given ability to keep the capitalism train chugging down the track. Thank you for your number-crunching, spreadsheet-reading stewardship.

You lead by driving people toward a desired goal and will not be satisfied until the goal is met. You often find yourself working harder than others to reach the goal and cannot understand why others are not charging with you toward the finish line.

It’s as if some people around you are not motivated by the same goal you are!

Therein lies the problem my friend!

In most cases, no one is motivated by the same goals you are! Can you imagine what your office would be like if everyone came in on time and faithfully brought their skills to the table on each and every project because they were motivated by the same goal!!! Wow! Talk about efficiency!

Moreover, you show me an office where shared goals are communicated clearly and I’ll show you a happier, more fulfilled workforce! If you think a more motivated, efficient, and fulfilled staff is a fantasy, then humor me over the next few posts as I aim to give you some applicable strategies for developing this kind of office culture.

For this post, however, let’s go after the low-hanging fruit: SHARED goals.

Who is setting the bar? Who makes the decisions on what goals the team is aiming for? If the team does not own this process or at least have serious involvement in the decisions, your goals may be useless.

If you have some fellow results oriented peers, they’ll most likely set a realistic goal and then raise the bar each quarter. Allow them to be involved and listen to their reasoning. The most important point to remember is that your people want to be heard. You’ll need buy-in from the team if you hope for consistent quarterly profit parties.

In the next post we’ll consider the process of creating a system for shared goals and move one step closer to a more motivated, efficient, and fulfilled workforce!

Interact with this post. What thoughts would you add or takeaway? How would your office function with more opportunities for team members to contribute to the goal-setting process?

Having Shared Goals will also help an Atlanta recruiting company know what you are looking for and how they can be most successful on the team.