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|Friday, January 06, 2012|
BY TOM COX
One of the CEO’s deliverables is creating a culture. One way to strongly influence that culture is by the example the CEO creates when she sets goals — for herself or others. Here’s how to set goals even better than you’ve been doing it — and how to follow up on those goals to make them even more effective.
An unwritten goal is just a wish or intention. Improve this by writing down your goals.
As Peter Drucker once put it, no decision (or goal) becomes effective until someone has a work assignment. If your goal is to lose weight or open a new branch office, in each case there are specific tasks you need to schedule — so create action items each week to serve the goal.
As we learned in The Progress Principle, the most motivating things most people experience in a normal work day are:
I find that creating a progressive goal list like this starts off exciting at the “Lifetime” level and starts to feel uncomfortable at the “1-Year” and “Next Month” levels — because that is where I start to think “hey, this is going to be work — and I might fail.” This is where you should create some form of personal accountability, such as sharing goals and progress with a peer or friend, or retaining a good coach.
Sometimes you’ll need to ask, “Is this still a goal you care about?” If the goal no longer works, drop it and move on. Only pursue goals that take you someplace you still want to go.
When you personally are achieving goals, and modeling the behavior of accountability, your direct reports will start to emulate you, and will encourage their directs to do the same. (Such mirroring of the boss is often unconscious — it is still powerful.)
Tom Cox is a Beaverton consultant, author and speaker. He coaches CEOs on how to boost performance by building workplace trust.
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Yesterday, a divided National Labor Relations Board dropped another hammer on the employer community. In a long-awaited and much debated move, the Board jettisoned the decades old standard for determining when two independent businesses should be considered joint employers of an individual worker for collective bargaining purposes.
Transforming the culture of Oregon’s educational leadership.
The Board dismissed a petition related to efforts to unionize the Northwestern University football team.
Oregon Sick Leave is here, and changes to the federal white-collar worker regulations are on the way. This workshop will prepare you for both. We invite you to participate in an interactive discussion on how to start planning now for the future impact on your operations and finances.
Presented by OEN + CENTRL + YESpdx.
This Roundtable will cover numerous issues under the employer "shared responsibility" rules of the Affordable Care Act, including how to track the "full-time" status of variable-hour employees, temporary or seasonal employees, and employees who experience a change in status or a break in service. Additionally, we will provide a brief overview of Code sections 6055 and 6056, which require most mid-sized and large employers to submit their first information reports to the IRS in early 2016 regarding the health insurance coverage being offered to employees. We invite you to participate in an interactive discussion on how to prepare for the future impact of the shared responsibility rules on your operations and finances.