How frequently are you disappointed when your company or team isn’t making the progress you need?
Don’t worry, you’re not alone.
Solving this issue is a top priority for everyone we consult with, so we’ve come up with a simple way to align everyone on goals and expectations.
The first step is clarifying what your organization’s mission or cause is. This doesn’t mean just throwing some words up on your website that sound good. You need to dig deep to get to the heart of what everyone there lives to do.
To do this, you need to ask yourself:
“What is the contribution you passionately make in the World every day?”
Everyone needs to be clear on why your organization exists, and growing or making money can’t be the reason. Making money is merely a result of helping people, it’s not the mission.
Your mission or cause needs to be something that your customers or clients are as passionate about as you are. In other words, what is the belief you have, that they also believe strongly?
Here are some examples:
Sam Walton (founder of Walmart/Sam’s Club) sought to create a world where the costs of household items could be drastically decreased, which would leave families with more money and improve everyone’s quality of life.
Henry Ford’s (of Ford Motors) cause was to make personal transportation accessible to every person and family, so they were no longer limited by the town that they lived in.
Steve Jobs (CEO of Apple) believed in changing the world by giving creators elegant tools in which to challenge the status quo and give us superior ways in which to enjoy the contributions made by these talented creators.
At Seeding, we believe in empowering people by providing the best education, strategies, and tools so together we can contribute on a larger scale, helping people like you advance your cause.
Your mission is the critical differentiator between you and your competitors. You can both provide similar products or services but in completely different ways. Think of the Obama administration vs. the Trump administration. Their jobs are the same, but because of their mission and values, there are very different outcomes.
Now that you have a clearly defined mission or cause, the next step is to set clear goals for the quarter and measure how your team is going to meet those goals.
All too often, I see teams that either have no set goals at all or have set goals, but have no one keeping track of responsibilities and progress. This leads to anger, frustration, disappointment, and stress. As a leader, it’s your responsibility to set your team up for success.
We use a system called OKRs (Objectives and Key Results) for ourselves and all our clients. It’s amazingly simple and effective.
Watch This Video on OKRs
Step 1: You make a list of all the goals you must reach to work towards your mission. Then, you share those goals with your team or teams.
Step 2: You all agree that the goals are challenging but reasonable, and have each team member define what tasks they must do in order for the team to hit the goal for the quarter.
Step 3: Someone on the team is responsible for monitoring progress weekly. This person will check in with each teammate to make sure that they are on track to meet or exceed the goals they are responsible for.
Those simple 3 steps will keep your entire organization aligned and focused on what’s important.
I really love this system because leadership can identify if anyone on the team isn’t clear when you see what each person chooses for tasks. If the tasks are blank, it indicates that the team member needs help understanding.
You’ll also identify competing priorities, conflicts, or duplication of effort, which will help you run your business with more efficiency and confidence than ever before.
Are you ready to set your team up for success? We want to help you get there.