Coaching to Success

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Avoid making ‘Goal Setting’ mistakes…

In this day and age of ‘too much to do’, how often do we set off with the best intentions only to find time flies past. We start off well with apparent progress. We feel good about the progress and what lies ahead but then…

We neglect to look back at previous successes. Motivation wains and before we know it, we convince ourselves that it probably will not work anyway!

Don’t worry if this sounds all too familiar, I too used to fall foul to procrastination or setting unrealistic goals. Having learned by my own mistakes and concentrating on what obstacles are in the way of us achieving our end objective, I felt this was too important to keep to myself so happily share some of the findings with you now.

Error 1: Unrealistic Goals

Having worked in sales and being set unrealistic targets, I can really relate to this. The acronym SMART(ER) Goal Setting should never be underestimated.

Let your imagination go and allow doubt to have a say but not to rule! Once you have set a goal, step back and assess the facts to check that it is achievable and in the set time frame. Remember, “A dream is but a dream but a goal is a dream with a deadline!”.

For example, my wife decided to Walk-the-Walk (26ml through London at night in aid of breast cancer research). She did not wake up on the morning of the event and think to herself “I’ll do that”. It took months of training to obtain the right level and as a result she achieved it within her time frame.

SMART(ER) goal settings focus on being Specific, Measurable, Attainable, Relevant, and Time-bound and recent additions include Evaluate and Re-adjust.

Error 2: Underestimating Time

Time and valuation seem to constantly occur as being underestimated. Looking at time, think back on previous projects. How many were rushed at the end or not completed within the time frame at all?

This is one of the killers to motivation.

Look to use tools such as ‘scheduled’ to-do lists. Allocating time for the goal or parts therein. Consider project planning tools such as ‘Tasks’ in Outlook or search the web for ‘Top 10 best project management software’ to see what is appropriate.

And always, ALWAYS allow extra time in your estimate to allow for unknowns and/or setbacks.

Error 3: Not reviewing

Unless the goal is so simplistic that it does not require breaking into segments, ‘Evaluate’ where you are along the given path and then making relevant ‘Readjustments’ (See ER above in SMARTER) is tantamount to signing off failure.

If still on target, celebrate the success. The reward does not need to be high (I like to treat myself to a decent coffee and half hour break to enjoy it once these blogs have been completed) but treat yourself, acknowledge yours or the team’s success.

If not, re-adjust so the end can still be met.

Error 4: Too many goals

Once we start it is so easy to keep going with the ideas and goals but there are still only 25 hours in a day (or, so one of my ex-bosses used to believe!). Time-Management is a misdemeanour as you can’t manage time (unless you are Dr.Who) but manage what you have to do, in the time before you.

If there are many aspects to the overall goal, I use the Wheel of Progress which is a great tool to compartmentalise each section. Contact me if you wish to talk about this.

Simply, consider the ‘R’ in SMART and be realistic in what you can achieve. Success relies on quality not quantity and achievement of a few things at a time.

Error 5: Too few areas

In as much as it is important not to set too many goals, it is equally important to make sure there is a range of goals.

Doing ‘fun’ objectives that bring you joy are important to offset those ‘tasks’ that are necessary within your work goals that may not be that interesting or enjoyable.

This can be important elements to the Wheel of Progress mentioned earlier.

Error 6: Setting Negative goals

No one does this intentionally but all too often we set negative goals that affect our belief in our abilities to achieve them.

For example, to improve work life balance, refrain from setting “stop staying behind at work” to “leave work by XXX and spend more time with YYY)

Negative goals suggest we have to give something up. Look to reframe them with a ‘Positive’ outcome which becomes a more desirable objective.

Error 7: Depreciating failures

Really? I need to look and appreciate my failings?

No matter how focused you are on the outcome, reaching every goal is not always possible. With the confidence to accept this, it becomes possible to learn from them.

Each of the above areas need to be considered and worked on when setting goals/objectives.

It is not easy to give honest views of what we can achieve in the time we have due to other influencing pressures but to achieve them, all too often you need to find that strength to be truthful not only to yourself but the task ahead and the realistic time frame.

At Coaching to Success, Neil specialises in helping individuals or teams to set realistic goals and then support them through the challenges ahead to insure they are met. If you or those around you could benefit from a one-to-one with Neil to see how he can help, contact him by emailing neil.nutburn@coachingtosuccess.co.uk or 07761 187238 to discuss how Coaching to Success can help you.

And why not get a feel for the person by checking out our short ‘interview’ video at https://youtu.be/RvCwOL4hPco

First Strategies… Then Capitalise

One thing I noticed in my earlier days of management was that to truly succeed, you need to work ON the business and this requires a strategy.

How is your business? Are you simply working to keep your head above water? Are you drowning in areas that, quite frankly, are avoidable? What plans have you made for tomorrow, next month or a future point? These are all reflective questions I would ask people to look at.

With a strategy model you can formulate a plan to truly promote your great product or service. Lafley & Martin 5-Step Strategy Model has some interesting elements to consider.

  • WINNING ASPIRATION – The organisation’s goal or objective. Not simply about making money but market placement and establishing YOUR aspirations.

In coaching, we use the ‘Rocking Chair’ tool where we ask clients to mentally move away from today and cadge a lift in Dr.Who’s Tardis to drop them at a time in the future so they can envisage on how their business is doing.

Here you can see where you are compared to competition. Do you aspire to be #1 or increase your percentage of market share etc. Be realistic as much as optimistic. Know where you wish to be in a given time. “A dream is but a dream, but a goal is a dream with a deadline!”, set that deadline and imagine what your endeavours now will lead to.

  • WHERE WILL WE PLAY? – Know your market, the players and the customers. As a business coach, I can work 1-2-1 either face-to-face, over the phone or Skype so potentially my clients are global. However, when I run workshops, at the moment I tend to keep them UK bound due to the return on investment. I specialise in ‘Business Coaching’ rather than encompass other areas such as Youth or Retirement so I become a known specialist that helps businesses flourish.

If you sell a product, get to truly know your market rather. You’re your target audience. Is it B2B, B2C, OTC, Local, European, Global? Establish this clearly and focus your energy in a given direction rather than scattergun.

  • HOW WILL WE WIN? – After research comes ‘Strategy’. This is where the most valuable time is spent.

Careful consideration is required here to establish your position in the market and where your competition can challenge you! Look to incorporate your Unique selling Proposition (USP).

Quite simply, your audience requires a good product/service at a fair price. Think about quality and time frame, know what your market requires and create a strategy towards that.

  • CAPABILITIES NEEDED – Your action list. As a coach, I helped one client ascertain his team’s skillset. It became apparent that some were better in certain areas than others. We juggled members around to fit those they were more proficient in and productivity increased resulting from staff being in the optimum place.

What of technology, do the team work with laptops or have they to return to base wasting valuable time? Complaint procedures, route to market, your organisation’s infrastructure all of these require consideration and planning and not simply to be left to chance as you meander forward.

  • MANAGEMENT SYSTEM REQUIRED – Up to know, it has predominantly been management. This area refers to the ‘Leadership’ of people therein.

Dwight D. Eisenhower said “Leadership: The art of getting someone else to do something you want done because they want to do it.” So the key is to have the person who ‘Leads’ to drive the passion of the businesses objectives through those who actually make a difference.

Avoid top heavy, glory seeking and self-promotion management structures. Delegate sensibly and without ‘dumping’. Understand your team’s workload and apply pressure NOT stress (there is a fine line!).

Although extremely simplified to serve this feature, it opens thought processes that time spent creating a workable with focused strategy is valuable. Much like a swan on fast running water, looking beautifully serene on top while paddling away frantically just to stand still. Whereas, with less effort, one which knows its surroundings better will fly to where the same effort put in will cover so much more ground reaping better rewards.

Should you or your organisation be looking to create a strategy bespoke to your business, then contact Neil by emailing neil.nutburn@coachingtosuccess.co.uk or 07761 187238 to discuss how Coaching to Success can help you.

And why not get a feel for the person by checking out our short ‘interview’ video at https://youtu.be/RvCwOL4hPco

An alternative ‘Coach’ to ‘driving’ your career forward…

Everyone experiences a moment in their career path that raises questions about whether they are suited to the role they are in, whether they wish to continue in the organisation they are currently working for or the fact that we sometimes simply feel stuck, not progressing as others appear to move forward.

There are two types of coach … one has wheels and transports you to your destination, the other has belief in you reaching your destination by your own actions. In case you were wondering, I’m the latter!

So how can I help you drive yourself forward? Read on for some useful guidelines that will start this journey.

Firstly, look at your situation from an outsider’s perspective and then ask yourself:

  • How do you see this person in relationship to their job/role
  • What could they do to better themselves
  • Where do they need to go to carry out this improvement
  • Who can they call upon, use, hire to help this improvement happen

Look at things objectively and attempt to move your emotional self away from the equation.

Consider these areas:

  • How has my career progressed
  • Where is my career path heading
  • How is my relationship with my line manager
  • What is my fit within the company
  • What opportunities for career development are there within the organisation (Think objectively and realistically, which can be hard if you dislike your current role)
  • What do I anticipate my place to be within 5 years’ time

From here, list what you believe to be your Strengths. What areas in your life are you proud of and what are your good qualities.

Ascertain what Weaknesses you may have. What areas need to be worked on or improved?

Establish what Opportunities are there for you or that appear interesting. What openings are there within your own business? What associations or network groups that you could explore?

Consider what Threats there are outside of your control but be truthful about whether you can change that outcome? How strong is the likelihood that this will affect your objective and what can you do about it?

It would help to ask others to contribute to your SWOT analysis. Ask friends, Family and work colleagues. State you are looking to improve and understand that this could be a useful tool to help you along the way. If you are looking to develop within the organisation, let the relevant parties who can help you along this path know and ask them.

Now look to set goals relating to your future journey:

  • What is your Goal – be specific
  • Steps needed to take move your career forward
  • What do you need to learn/develop to reach your goal
  • What is your drive and motivation
  • What is the timescale
  • What are the true barriers in the way and how can you overcome them
  • What sacrifices are you prepared to make to obtain your goal
  • Your CV … how current is it and how specific is it towards the career path you wish to take

Answering these questions and truly looking at yourself is just the start of your career journey. Once you start travelling this path, you can really focus on where you want to be.

As a coach, I help numerous people from a variety of walks of life to move forward in their chosen career path both internally and also outside of their organisations.

If are looking for help in moving your career forward, then take the first step and contact Neil at neil.nutburn@coachingtosuccess.co.uk or 07761 187238 to arrange a free consultation on how Coaching to Success can help you. Also, to get a feel for the person, check out our short ‘interview’ video at https://youtu.be/RvCwOL4hPco

Time for ‘Change’? Let’s ‘Manage’ it to secure the best outcome.

Those who know me will know a favourite expression of mine is “If you continue to travel the same path as you always have, you will inevitably end up at the same destination”.

If you want to …

  • Grow (in confidence or self-worth)
  • Improve sales and/or profits
  • Try different avenues within your business field
  • Have your team or team members take on different responsibilities
  • Change your direction with the path you’re currently on

It’s critical you manage the change, or as many will know “Change Management”. But is it that easy?

I recently worked with a CEO concerning an awkward issue and one that ultimately changed the direction that some people were already heading. By truly recognising what the barriers were (both real and presumed) we worked through a programme of events giving a very clear outcome making it not only real but also manageable.

Much like their situation, should you be in the process of or considering change within your company or personal life, but with so many other things stepping in the way to gain that clarity, this may well help get you on track for a successful outcome.

  1. Create a ‘Change Plan’ – Before you can start any changes, it is crucial that you formulate a project plan looking at why change is necessary, a timeline, the major tasks involved and how it will be implemented. Assess all the possible options available, then select the most appropriate. Keep any other ideas for back-up. Allow it to breathe so it’s a work in progress of which improvements can be introduced.
  2. Clear Direction (Establish a persuasive case and a sense of urgency) – It’s no good having changes just because you’re bored of the way things are! There HAS to be understanding as to why change is necessary and that a clear set of arguments for change is laid out. Not only this, but a planned ‘action’ timescale for it to be within. Although emotions will be involved, try to step away and look at it logically.
  3. Clear Leadership (& ownership) –Not only from the leader(s) but for the teams and members of the organisation too. Should there be more than one leader, then a united front needs to be forged to give a clear message to all affected. Once established, accountability is given to introduce ownership. ‘R.A.C.I.’ is a great model for this (Responsibility, Accountability, Consult, Inform). Coaching to Success are here to help with this.
  4. Consistent Communications (Early and often) – I have to admit that this is my biggest gripe with most businesses. With all the means to communicate, this is still one of the core problems affecting most organisations. Poor communication is the bane of many a working environment. It is critical that poor communication is NOT a factor when change is imminent. There’s an old adage that goes “Tell them what you’re going to tell them… Tell them… and tell them what you told them”. Make sure the message is as clear as day. People perceive things in their own manner which may well be different from the intended outcome. Keep re-enforcing and making sure everyone involved are kept up to date with progress. Do not simply rely on ‘email’ to get your message out. Use face to face through to conferences to presentations to text (if it helps!). To be kept informed insures that innocent comments or ideas don’t grow to uncontrollable monsters.
  5. Maintain & Measure the Progress – Once the change has been started, make sure the momentum is kept up and communications (as stated before) are flowing. If those affected by change don’t see what’s happening, they can easily ‘presume’ that the change will not be happening, or they presume the ‘Need’ has also dissipated! As part of the original plan, develop the relevant milestones which can be celebrated loudly at every juncture. This then keeps the process clear in everyone’s mind so that all can work towards it.
  6. Anchor New Approaches – People need to see the change and the leadership team’s role is to insure that this is embedded in. This can be brought about by recognising and reinforcing the positive behaviours in those directly involved; Insure the ‘Vision’ is kept alive by communicating it; Create the ‘We’ approach rather than the ‘Them or They’; Set challenging and realistic goals; Show clear links between the objectives set and the team success; Recognise those individuals or teams that do well and celebrate as a team. Finally, from the offset, make the ‘New’ way the ‘Normal’ way!

These are the outline areas for a successful transition of change. Each case of change is unique to the company or individual and helping to gain that clarity, as we did with the CEO, is what we’re about.

To gain this for yourself, contact Neil neil.nutburn@coachingtosuccess.co.uk or 07761 187238 to arrange a free consultation on how Coaching to Success can help you. Also, our short ‘interview’ video can be seen at https://youtu.be/RvCwOL4hPco.

Is confidence natural or developed?

Is confidence about being born with the right gene or is it cultivated?

Confidence emerges from accomplishment with a belief in one’s capabilities, so is really nurture over nature and depending on how we develop, our confidence levels will be affected. It is also related to the symptoms of feelings when dealing with challenges whether personal or work related.

It’s also about judgement of how you feel others perceive you. This is not to say that you shouldn’t give a …., but more about not allowing other’s views effecting your own judgement about yourself.

As an example, I was with a client before Christmas in a high street coffee shop. We discussed confidence levels talking with regards speaking to strangers and if in a group of unknowns, how they felt. After they expressed their thoughts, I wished to prove a point about how we shouldn’t be fearful of what others may think of us. So, to demonstrate this, I stood up in the middle of a busy shop and asked for everyone’s attention, then simply wished them a Happy Christmas and a fantastic weekend, then sat down.

I daresay this caused conversations in the shop and well beyond but it proved a point that nothing negative happened to me and that I couldn’t control others views of me of which there would be a variety of, so best to let those thoughts go.

But how do we look about boosting our own levels? There are generally 9 exercises but here are 6 to help you on your way:

  1. BREATHE: When you are nervous or preparing for a big event, breathe evenly until you calm down.
  2. GET A NOTEBOOK: Record the good things that you manage to do. Whenever self-doubt creeps in, or you feel down, open this notebook and start reading it.
  3. BODY LANGUAGE: When feeling low, look at your posture. Change it to look up and forward with your back straight, keep your head high.
  4. SET GOALS: If you do not have goals in your life then you do not know where you are going. Set goals in every area of your life. Set goals that are very clear and have a certain deadline on them.
  5. COMPLIMENT YOURSELF: Talk about the great things you did in the past, this week, today. Say things like: “I am truly amazing! Just to think of how fast I solved that problem!”, “Wow, Fred came to me to help him as he knew I could help and I did”
  6. EXERCISE AT WORK: Notice the things that you do better than others. Find these things, then, admit to yourself that you accomplish these better than others, commit to becoming even better on it. Read books, talk to people in the know, become an expert.

There are many ways we can help boost the confidence levels but these are some good starters to kick off with.

Whether they be areas of personal or work related issues around confidence, contact Neil for a coffee meet (I promise I’ll try to refrain from standing on the table!) either by mail at neil.nutburn@coachingtosuccess.co.uk or direct via phone 07761 187238. Our business is Your success, let us help you grow in confidence to reach up to your own personal goals of achievement.