5 Categories of Leadership Objectives for Goal Setting

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Coffee cup on top of goal setting calendar

 

We’ve discussed quite often the necessity of setting clear goals for yourself and for your business. Without goals, it can feel like you’re constantly reacting to situations as they occur, without a clear path for where you’re going next. That’s why major publications, like Entrepreneur, commonly puts out articles about the importance of setting goals and doing so the right way.  Catalyst Group ECR can not only help you set those goals, but also with narrowing down exactly what your leadership objectives should be. There are hundreds of different skills that business leaders could work on, but we’ve narrowed it down to 10 that we feel can be implemented quickly and easily.

1. KNOWLEDGE

Grow your personal database of knowledge and resources about your sector. Read the most recent information on data and trends using Google Scholar to find academic articles. Pick up the latest business “self-help” book to figure out what others are doing and finding success with.

2. PRODUCTIVITY

Work with your team to find the most common causes of workplace distraction and discuss solutions for eliminating those distractions. Unproductive workers cost the company valuable time, money, and resources, but sometimes the problem is in the system, not in the worker. If mandatory weekly meetings conflict with ongoing deadlines, that’s something that management needs to know about and improve upon.

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3. COMMUNICATION

Work with a coach to find better ways to speak to your team and your clients, both verbally and in writing. The art of using words to communicate ideas comes down to more than what you say- it’s about how you say it. You may be completely unaware of the messages that you’re giving with your tone and body language, and becoming aware can have a major, positive impact on the way that you express yourself.

4. COACHING AND PROFESSIONAL DEVELOPMENT

You’re not the only person who could benefit from the expertise of advisors and coaches, like Lori Moen of Catalyst Group ECR. Work with your team to figure out what skills they are interested in growing and set up coaching appointments to help them do that. Allow ownership of the coaching process, without interfering too much with choosing those skills. You’ll find that your team grows in confidence when they feel that they are in charge of their professional development.

5. VALUES AND CULTURE

Sometimes, though it can be difficult to admit, our team’s level of motivation comes from the culture of the business. Taking the time to nail down the values, principles, and culture of your company can help everyone remain accountable. Remember, though, that you are just as responsible for maintaining that culture as everyone else. If one of your values is that everyone treats the other with respect, you must also be willing to follow that rule.