Taking account of our actions, choices, agreements, deals, and the fallout when we break our word is a pot of gold for providing information about of our unconscious. Today I’m not going to talk to you about this though. Today is more along the lines of a goal setting and the achieving perspective. I’ve talked about the facets of trust and about how to align others with our mission/vision by being transparent. Here’s a look at how to create accountability with a team. This is also a good framework for having clearly articulated intention as well as setting goals.
The step by step process starts with getting clear on what you’re trying to get… what you’re wanting. This all starts with what outcome you’re looking for and identifying the prize. It’s important to keep your eyes on the prize!
Then you need to set intentions, communicate the expectations, and set the standards that you’re looking for. Even if this is a deal that’s between you and you this step is important. What do you expect of others? What are you expecting of yourself? What level of performance do you demand of yourself?
After you’re clear about what you want, you have communicated it, set standards and expectations it’s time to live and demonstrate what you’re looking to get others to do. Set the pace for others. Do as I do, so to speak.
This will then show others why you value it and that it creates impact in a way that they buy in and embrace the commitments and standards as a way of life for themselves. Then they too will encourage others to buy in and the standards become part of the culture of the team or company. Or in an individual it becomes part of their code.
When this is humming along pretty well it’s still important to do check ups and evaluations. Are we still engaged in the commitment and recognizing why we’re doing all of this? If it’s important enough to everyone it will be given energy. Things that are given energy thrive. This also helps to know where praise or correction is needed.
One of the best ways to motivate people to do what you want is to recognize them and bless them when they’re doing things well. And one of the best ways to help you get what you want is to correct and confront when standards and expectations aren’t met.
The opportunity:
Are your goals clear?
Are your expectations communicated?
Are you living your standards?
What do you need to do more, show appreciation for when your standards are met or correcting when they’re not?
Thanks for your time, have a great day!