the New Year again, and some may feel that 2017 may be a
tough year ahead.
Whatever is the case, we will be providing
more tips and strategies on how you can rise up to the
challenges and emerge victorious.
Hence, this month's
How to Set Challenging Goals and Achieve Them On Time; and
3 Simple Steps to Implement Effective and Meaningful Change
This issue's main article is on
"How to Set Challenging Goals and Achieve Them On Time", and
we look into the causes why certain goals or
resolutions are not achieved, and how you can
achieve challenging goals on time
Set Challenging Goals. Challenging goals are more likely to generate better focus and create a sense of urgency, than non-challenging ones;
Understand why you need to achieve this goal,
and if your goal will lead to your end-objecives;
How to get the key stakeholders to agree upon your goals and end objectives that you want to achieve, as having such support is likely to increase your chances of . Read
To read the rest of this
How to Set Challenging Goals and Achieve Them On Time
by c.j. Ng
It's a beginning of a
new year, and everybody is
setting goals again. Be
that personal New Year resolutions or work-related
performance targets, this is the time to set goals.
Despite our best efforts, there will be goals that will never be achieved. So if you are looking to set goals for yourself or your team, here are some critical aspects that might be helpful.
Set Challenging Goals
challenging goals are more likely to generate better focus and create a sense of urgency, than non-challenging ones. Depending on one’s motivational factors, either we would want to rise up to the challenge and gain recognition for great achievements, or that we simply do not want to drop the ball and end up in abject failure.
At the same time though, we also need to be mindful of the challenges that may arise while we journey towards achieving these goals. Setting goals without understanding and be prepared for the upcoming challenges could be merely wishful thinking.
Goals are in a way,
choices. As in any choices, there would be the costs (or
price) for making that choice. Hence, part of
understanding what challenges you need to face when
working towards the goal, is to understand what are the
costs in terms of time, resources, effort, sacrifices
etc., that needs to be invested:
This is as much about making sure you are willing to bear the costs to face the challenge in order to reach your goals, as it is about assessing if achieving your goals is worth the costs.
Why do You Need to Achieve This Goal?
The next issue is that you need to understand
why you need to achieve this goal. So if sales people are
given a sales target that could be significantly higher than
the previous year’s, they might be questioning if such
targets are reasonable..
Hence, management may need to explain what are
some of the negative consequences if such goals are not
achieved, as in “If we don’t achieve 2x growth this year,
our competitors will catch up with us and new customers will
be buying from them more, than from us.”
At the same time, we also need to know if by achieving these goals, will you reach your end objectives. Here’s an example that many could relate to:
The key thing here is not to ponder over the
above examples, but rather making sure that you check if the
goal will really lead to your end objectives.
Getting Buy-In for Your Action Steps
More often than not, your goals may require
the support and collaboration with others to achieve
Hence, you will need the key stakeholders to
agree upon your goals and end objectives that you want to
achieve, as having such support is likely to increase your
chances of success.
Not only that, you may also need to map out
the action steps required in order to reach the goals. Just like
by understanding the upcoming challenges will help you in facing
them, mapping out the general action steps will help you prepare
better to steer your way towards your goal.
Then, as you may need different people to support you and
collaborate with you along the way, you can seek the buy-in and
support of the most suitable people at for each step towards
You may refer to our other resources on using
Belbin Team roles to find out
who are the most suitable people to help and support you for
each step of the goal.
Need help in
in achieving your goals as a team? Simply e-mail
email@example.com or call
+86-21-6219 0021 or WeChat: cydj001 and
arrange to have a deeper discussion.
Hour: 22 Feb 2017
How to Set
and Achieve Challenging Team Goals and Implement Effective
Change (Using Belbin)
How to set goals that will energise
and motivate your team;
How to make sure your team will
achieve your goals on time;
How to gain buy-in, and delegate the right people to the
right action steps
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22 Feb 2017
TIME: 08:30 a.m.
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3 Simple Steps to Implement Effective and
by c.j. Ng
An important part of the work of a manager is to find ways to
implement effective and meaningful changes.
However, most people are resistant to change, either they fear
the unknown, or that they are comfortable where they are right
now, or it could be other reasons.
So here are 3 simple steps for managers to implement effective
and meaningful changes:
Why MUST we
What are we
going to change into?,
we implement the change?
Most change initiatives
straight into Step 3: "How to implement the changes."
However, without buy-in on "why
we MUST change", and "What are
we going to change into", the change initiatives will be bogged
down by strong resistance and the lack of support.
One of the cases we had witnessed was that a management team of
a sourcing company who was very efficient in their work, was
actually very slow and hesitant in implementing changes.
As it turned out, the work of the sourcing company entails a lot
of analysing and evaluating suppliers. If they were to
bring the same skill-sets and mind-sets in change management,
they will first do a lot of analysis and evaluation on "why
change" and "what to change into", before they could even take
the first steps in implementing any changes
Why We Must Change
To drive the change efforts, managers will have to ask
themselves, and then convince others, "What will happen if we do
NOT change?" Will there be any huge negative consequences
if the necessary changes are not being put in effect?
As mentioned earlier, people could either be fearing the
unknown, or be comfortable, or both. People generally
don't want to change UNLESS they have to. Illustrating
vividly the dire consequences of not taking action to change, is
likely to kick-start people into taking some form of action.
What Are We Going to Change Into
Merely telling people why they need to change
is a first, crucial step. However, this does not
necessarily mean that people will take the action and make the
change. For people who are afraid of an unknown future,
they will need some assurances about where they are heading
Hence, managers will need to paint a picture
or tell a story about what the future looked like. What
will be the direction the company is heading towards, and why
that is a place that all of us wanted to be.
Only then will we be going into the details
of how to implement the change.
Does that mean that the change will be easy?
No, definitely not. Because we are now in an environment
that is VUCA (Volatile, Uncertain, Complex and Ambiguous).
There could be
a lot more changes than we wanted, and new
changes may even arise well before the previous changes have
Worse still, we may not even know exactly
what we are going to change into.
But that will be a discussion for another
Need help in getting better results for your change management
efforts in a VUCA world? Simply e-mail
or call +86-136 7190 2505 or Skype:
cydj001 and arrange to buy me a
mocha. All information shall be kept in confidence.
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