Articles about 'SMART Goal Setting'

by Malhar Lakshman

Wed 12 October 2022

Business Innovation is defined as an organization’s process for introducing new ideas, workflows, methodologies, services, or products. The primary objective for business innovation is to maximize revenue, while also working for brand perception.

Companies such as McKinsey and Accenture deeply value innovation, with both citing over 80% of their executives believing their future success to be dependent on innovation. However, a growing concern among executive leaders is that not enough people are defining innovation as a strategic priority. So the key question for managers is “How can managers propose and then continue to implement new ideas?”

Proposing your Ideas

When proposing an idea, it is important to sketch out what problem this idea will address. This is a concept drawn from Harvard Business School Professor Clayton Christensen’s Jobs to be Done Theory, which talks about creating a product to fill a need. While your idea may not necessarily be filling a consumer’s need, it could be benefitting the business in some capacity.

An idea doesn’t necessarily have to be new either. The Yellow Taxi concept in New York City has been around since 1907. However, many consumers raised concerns about the scarcity of the taxi, as well as prices. Consequently, in 2012, Garrett Camp, Travis Kalanick, and Ryan Graves created UberX, which raised millions of dollars within the year, and has become a ubiquitous name in the transportation industry.

After finding a target problem to fix, managers can then think about how they want to fix this problem. The four most common aspects to consider when attempting to solve a problem in terms of business innovation include the delivery process, location, costs, and participant experience.

· The delivery process includes how a product or service is delivered, which includes a timeline of when it is delivered. It also can refer to how convenient the process is for either the clients or the vendors.

· The Location describes where a product or service is offered.

· Cost often makes a significant difference in company expenditures. Determining how to offer a product or service and differentiating it from other companies with a lower price can improve company efficiency.

· Participant or Customer Experience is one process that may not necessarily drive up profits but is worth its weight in gold for a different reason. If direct reports are happier with a process due to its lack of stress or lack of difficulty, it puts the company in a much better light in terms of recruiting.

Once managers have come up with the idea and planned it, they then have to consider the rigors of implementing this idea. However, the implementation of an idea within the business innovation process can often prove to be as challenging if not more so than the planning phase.

Implementing the Idea

In 1991, consultant Geoffrey Moore published Crossing the Chasm, a book that gave many high-tech startups a marketing blueprint to give their product the initial traction needed to reach the majority of the market, and not dying in the “Chasm”, a term coined for the gap in time between the early adopters and the majority,

An idea in the workplace will work very similarly to the technology adoption life cycle. This cycle can get very confusing, but at its core, it is a bell curve distribution.

Think about when the iPhone was first released. Did it instantly make it throughout the market? No, since everyone loved their Blackberries and Nokia Phones. It took a while for it to make its way into the population. An idea behaves in a very similar method as well. Some people within the workplace will instantly gravitate to the idea and acclimate to it quickly. However, there are other employees who may take longer to warm to the idea. These are often employees who have been in a position for longer periods of time or have more experience within the field.

Encouraging the Adoption of an Idea

Clear communication with direct reports after proposing an idea will give managers- and the idea- a lot more support. There are a few key actions that managers should take during this process as well to help improve reception.

1) Post throughout the workplace and online- disseminating information in clearly written correspondence will inform everyone about the change in policy. Explain what actions the business will be taking to implement the changes, and also set goals that have to do with this policy, such as trying to fully convert to the new policy within a certain timeline. As always, your goals should be SMART goals.

2) Explain why these changes were made. Being open with your employees about what prompted management to make these changes can help them empathize and potentially recognize how management is trying to help them. For example, explaining that a change in policy will make a task about twice as fast as before will definitely appeal to them.

3) Provide a way for employees to raise concerns about the implementation of an idea. It is completely okay for an idea to be changed following concerns from employees. It is also entirely possible that an idea may not necessarily be completely perfect for a workforce.

4) Offer training sessions to help supplement postings of the new policy, especially if it’s a massive procedural change. Employees need to be fully informed in order to properly follow policy.

5) Review the changes periodically with employees in 1:1s and use quality rating systems to both evaluate and be evaluated on how well the change has worked for your employees. AIM Insights can assist a business in this by integrating with HRIS software and allowing employees to both be reviewed and to give feedback.

Change can be scary, but can make a big difference in how a company functions, as well as how well they do. Don’t be afraid to make this change.

by Grace Tripathy

Thu 23 February 2023

In today's fast-paced and competitive business world, organizations must continuously strive to improve their efficiency and productivity. One way to achieve this is through the use of SMART goals. SMART goals provide a framework for employees to set specific, measurable, achievable, relevant, and time-bound objectives that can help them focus their efforts and achieve their goals efficiently.

SMART is an acronym that stands for Specific, Measurable, Achievable, Relevant, and Time-bound. It's a widely used framework for setting goals that helps to ensure that goals are well-defined, realistic, and achievable.

Specific: Goals should be clear and specific, so that it's easy to understand what the goal is and what needs to be accomplished.
Measurable: Goals should be quantifiable, so that progress can be tracked and success can be determined.
Achievable: Goals should be realistic and achievable, given the resources and limitations available.
Relevant: Goals should be relevant to the overall objectives of the individual or organization and align with their values and priorities.
Time-bound: Goals should have a specific deadline, so that there is a sense of urgency and accountability to achieve the goal within a specific timeframe.

Here are the benefits of using SMART goals and how they can increase efficiency and organization in the workplace.

Clarity and Focus

The first benefit of using SMART goals is that they provide clarity and focus for employees. When employees know what they need to achieve and have a specific goal to work towards, they are better able to focus their efforts and avoid distractions. This increased focus leads to greater efficiency and productivity, as employees are better able to manage their time and resources.

Prioritization

Another benefit of SMART goals is that they help employees prioritize their tasks and activities. When employees have a clear understanding of what is expected of them, they can prioritize their work and ensure that they are working on the most important tasks first. This reduces wasted time and effort on less critical tasks, leading to better use of time and resources.

Motivation and Engagement

SMART goals also increase employee motivation and engagement. When employees have a specific goal to work towards, they are more likely to be engaged in their work and motivated to achieve their objectives. This increased motivation leads to greater productivity and efficiency, as employees are more committed to their work and focused on achieving their goals.

Measurement and Accountability

The 'M' in SMART stands for measurable, which means that progress towards the goal can be tracked and measured. This provides a sense of accomplishment and progress, which can motivate employees to work more efficiently. It also provides a basis for accountability, as employees can be held responsible for meeting their objectives.

SMART Goals: A Guide to Helping Your Employees Achieve Their Objectives

Goal-setting is a critical component of success in both personal and professional life. However, setting goals is not enough; they must be well-defined, measurable, and achievable in order to be effective. By setting SMART goals, individuals and organizations can focus their efforts, track their progress, and increase their chances of achieving their desired outcomes.

Here is a 5-step guide on how to teach your employees to set SMART goals and help them achieve their objectives.

Teach Employees to Set Specific Goals

The first step in the SMART goal-setting process is to ensure that the goals are specific. Employees should be encouraged to define exactly what they want to achieve and the outcomes they are hoping for. Specific goals help to provide clarity and focus, making it easier for employees to determine what they need to do to achieve their objectives.

An efficient employee

2. Emphasize the Importance of Measurable Goals

The next step is to ensure that the goals are measurable. This means that employees should be able to track their progress and determine whether they are on track to achieve their goals. Measurable goals also provide a sense of accomplishment as employees see the progress they are making towards their objectives.

3. Encourage Achievable Goals

Goals should be achievable, meaning that they should be realistic given the resources and limitations of the employees and the organization. Helping employees to set achievable goals can increase their confidence and motivation, as they see that their efforts are making a tangible difference.

4. Focus on Relevant Goals

Goals should be relevant to the employee's job and the organization's objectives. Relevant goals help to ensure that the employee's efforts are aligned with the organization's priorities, and that their goals are contributing to the overall success of the company.

5. Emphasize the Importance of Time-bound Goals

Finally, goals should be time-bound, meaning that they should have a specific deadline. This provides a sense of urgency and helps to keep employees focused on their objectives. It also allows for regular check-ins and progress updates to ensure that the goals are on track to be achieved.

AIM Insights is an online platform designed to help managers and employees collaborate more effectively on goal-setting and performance management. It provides managers with tools to help employees set specific, measurable, achievable, relevant, and time-bound (SMART) goals, track progress towards those goals, and receive feedback and coaching throughout the process. Here are some ways AIM Insights allows managers to help their employees set and achieve their goals:

● Facilitates goal setting: AIM Insights provides a structured process for setting goals, including prompts for identifying areas of focus, creating measurable objectives, and setting timelines for completion. Managers can use this process to guide employees in setting meaningful goals that align with the organization's overall objectives.

● Tracks progress: The platform allows employees to track their progress towards their goals and provides managers with visibility into that progress. This enables managers to identify potential roadblocks and provide support and guidance to help employees overcome them.

● Provides feedback: AIM Insights encourages ongoing feedback and coaching between managers and employees. Managers can use the platform to provide feedback on employee performance, offer suggestions for improvement, and recognize progress towards goals.

● Supports performance conversations: AIM Insights facilitates regular performance conversations between managers and employees. This allows them to review progress towards goals, discuss any challenges, and adjust goals as needed.

The use of SMART goals is an effective way to increase efficiency and organization in the workplace. By providing clarity and focus, prioritization, motivation and engagement, measurement and accountability, and organization and planning, SMART goals help employees achieve their objectives efficiently and effectively. Organizations that encourage the use of SMART goals can expect to see increased productivity, improved performance, and greater success in achieving their goals.

By using AIM Insights, managers can help their employees set goals that are aligned with the organization's objectives, track progress towards those goals, and provide ongoing feedback and coaching to support goal achievement. This, in turn, can improve employee engagement, motivation, and overall performance.

Once employees have set their SMART goals, it is important for leaders to review their goals and help them achieve their objectives. This can be done through regular check-ins and progress updates, as well as providing resources and support to help employees overcome any obstacles they may face.

Teaching your employees to set SMART goals is a valuable investment in the success of both the employees and the organization. By providing clear guidelines and support, leaders can help employees achieve their objectives, increase their satisfaction and motivation, and contribute to the overall success of the company.

by Malhar Lakshman

Thu 23 February 2023

Perfectionism is a trait that many managers struggle with. On the surface, striving for excellence and attention to detail can seem like positive attributes, but when taken to extremes, perfectionism can lead to negative outcomes, such as burnout, micromanagement, and missed deadlines. Managers will be challenged to properly strike a balance between achieving perfection and being overly attentive.

The Pros and Cons of Perfectionism

It is important to note that being a perfectionist is not entirely negative- here are some reasons why being a perfectionist can be advantageous for a manager:

· High standards can lead to better quality work: When a manager has high standards for their team, it can encourage team members to put in the extra effort to produce higher quality work.

· Attention to detail can prevent mistakes: When a manager is focused on achieving perfection, they are more likely to catch mistakes or errors before they become bigger problems.

· Perfectionism can drive innovation: A manager who is always looking for ways to improve and achieve better results can inspire team members to think outside the box and innovate.

· Perfectionism can set a positive example: When a manager holds themselves to a high standard, it can inspire team members to do the same and strive for excellence in their own work.

· Perfectionism can enhance the company's reputation: High-quality work can help establish the company as a leader in its field, leading to increased customer satisfaction and loyalty.

On the contrary, being too much of a perfectionist can have negative consequences, such as the following:

· Perfectionism can lead to a lack of progress: When managers are too focused on perfection, they may spend too much time obsessing over details instead of moving forward. This can lead to missed deadlines and missed opportunities.

· Perfectionism can lead to burnout: Managers who are perfectionists may put excessive pressure on themselves and their team members, leading to burnout and stress.

· Perfectionism can hinder creativity: When managers are too rigid in their expectations, team members may be less likely to take risks or suggest new ideas for fear of falling short of impossible standards.

· Perfectionism can damage morale: Team members may feel discouraged and demotivated if they feel they can never meet their manager's high expectations.

· Perfectionism can be expensive: Striving for absolute perfection can result in unnecessary expenditures of time, money, and other resources.

So with all of this in mind, it isn’t surprising that many managers struggle to find the ideal balance for just how perfect they should be. Here are some tips on how to do so-

1) Set Realistic Goals

One of the main reasons why managers become perfectionists is that they set unrealistic goals for themselves and their team. While it's important to aim high and challenge yourself, it's equally crucial to be realistic about what can be achieved within a given timeframe.

To avoid falling into this trap, managers should start by breaking down larger goals into smaller, more manageable tasks. They should also ensure that each task has a clear deadline and is achievable within the given timeframe.

Use SMART criteria to set goals that are Specific, Measurable, Attainable, Relevant, and Time-bound. This approach helps ensure that goals are focused, measurable, and achievable within a given timeframe. SMART goals are a core component to how leaders can manage their team using AIM Insights. Here is an article on how to set SMART goals.

2) Prioritize Tasks

Another way to avoid perfectionism is to prioritize tasks according to their level of importance. Managers should focus on completing the most critical tasks first, and then move on to less urgent ones. Prioritizing tasks can be daunting at first, so the key in prioritizing is as follows:

a. Identify the most urgent tasks that require immediate attention.

b. Determine which tasks will have the greatest impact on the organization's goals and objectives.

c. Consider the resources available, including time, budget, and personnel, and allocate them to the most critical tasks.

d. Break down larger tasks into smaller, more manageable steps to help manage time and resources more effectively.

e. Regularly review and adjust priorities as circumstances change.

3) Embrace Mistakes

Perfectionists often have a hard time dealing with mistakes or failures. They tend to view these as a reflection of their own inadequacies, which can lead to self-doubt and anxiety.

To avoid falling into this trap, managers should try to adopt a growth mindset. This means embracing mistakes as opportunities to learn and grow, rather than as a sign of failure.

By viewing mistakes as learning opportunities, managers can become more resilient and better equipped to handle challenges in the future.

4) Delegate Tasks

Another way to avoid perfectionism is to delegate tasks to team members. Managers often feel like they need to do everything themselves to ensure that it's done correctly, but this can be a recipe for burnout and inefficiency.

Delegating tasks not only helps managers to free up their time, but it also empowers team members to take ownership of their work and develop new skills. Using tools such as AIM Insights can also assist in determining how much a direct report already has on their plate before delegating further tasks on to them. Furthermore, it is important to make sure that these members are okay with additional responsibilities or are being adequately compensated for the increase in their role.

5) Set Boundaries

Perfectionists often have a hard time setting boundaries around their work. They may feel like they need to be available at all times and respond to every email or message immediately.

To avoid falling into this trap, managers should set clear boundaries around their work hours and availability. This means turning off their work phone and email outside of work hours and being clear about their response times.

Setting boundaries can help managers to create a better work-life balance and avoid burnout.

6) Focus on the Big Picture

Finally, managers can avoid perfectionism by focusing on the big picture. While attention to detail is important, it's equally crucial to keep the larger goals in mind.

By focusing on the bigger picture, managers can avoid getting bogged down in minor details and maintain perspective on what really matters.

Perfectionism can be a challenging trait to overcome, but it's essential for managers to find a healthy balance between quality and efficiency. By setting realistic goals, prioritizing tasks, embracing mistakes, delegating tasks, setting boundaries, and focusing on the big picture, managers can avoid falling into the trap of perfectionism and become more effective leaders.

by Malhar Lakshman

Fri 10 March 2023

Leading a team can be challenging, especially when you are not an expert in the type of work being done. It's essential to have a clear understanding of your role as a leader and how to build a strong team that can work together to achieve success.

While it might seem a little daunting to have to lead a team that does something you have no ideas on how to do, it is important to remember that this is common practice in all sorts of industries. Captains of cruise ships do not necessarily know how to operate the galley, but are often required to oversee the entire operation, including the cooks. The concepts travel across all sorts of businesses.

Business magnate Elon Musk used the phrase “ I didn’t go to Harvard, but I employ people who did.” This phrase should embody your mindset with this problem. In the context of a manager who isn't an expert in the type of work being done, this phrase suggests that the manager may not have the same level of technical knowledge or experience as their employees, but they recognize and value the expertise of their team members. The manager understands that their role is to lead and support the team, rather than to be the expert in every aspect of the work.

By acknowledging the strengths and expertise of their team members, the manager can leverage those skills and knowledge to achieve the goals of the organization. The manager can also provide guidance, mentorship, and resources to help their team members succeed, even if the manager doesn't have the same level of technical expertise.

This article will go into a few ideas on how to manage despite inexperience with a task.

Build a Strong Team

As a leader who is not an expert in the type of work being done, it's crucial to build a strong team. Look for individuals who have the necessary skills and experience, and who can work well together as a team. Hire people who are passionate about the work being done and who have a strong desire to learn and grow. Encourage your team members to share their knowledge and expertise with one another and create an environment where everyone feels valued and respected.

2. Be a Good Communicator

Effective communication is one of the most important skills a leader can have. As a leader who is not an expert in the type of work being done, it's essential to be clear, concise, and consistent in your communication. Keep your team informed about what is happening and be available to answer their questions. Regular communication helps to build trust and fosters a sense of teamwork and collaboration. Have frequent 1:1s with your direct reports to determine how to keep moving forward with your tasks.

3. Be a Problem Solver

A good problem solver can be useful in many different situations. When faced with a challenge, work with your team to find creative solutions that are feasible and effective. Don't be afraid to try new things and take calculated risks. Encourage your team to do the same, and create an environment where failure is seen as a learning opportunity rather than a mistake.

4. Learn from Your Team

As a leader who is not an expert in the type of work being done, it's important to learn from your team members who are. Take the time to understand what they do and how they do it. Ask questions, listen to their ideas, and be open to feedback. By doing this, you can gain a better understanding of the work being done and the challenges your team faces. It also helps to build trust and respect with your team members, as they will appreciate your interest in their work.

5. Set Clear Expectations

It is essential to set clear expectations for your team. This includes goals, deadlines, and performance expectations. By setting clear expectations, you can help your team stay on track and achieve success. Make sure your team understands what is expected of them and what success looks like. Provide regular feedback and celebrate successes along the way.

6. Be Humble

It's okay to admit when you don't know something. As a leader who is not an expert in the type of work being done, it's important to be humble. Acknowledge your limitations and rely on your team to fill in the gaps. This approach not only shows your team members that you value their expertise, but it also creates a sense of trust and respect.

7. Focus on Leadership Skills

As a leader who is not an expert in the type of work being done, it's especially essential to focus on your leadership skills. This includes skills like delegation, decision making, and problem-solving. It's also important to develop your emotional intelligence, as this will help you understand and relate to your team members.

8. Be a Visionary

As a leader, it's important to have a clear vision for your team. This includes understanding the goals and objectives of the organization and how your team fits into that vision. Communicate your vision to your team and inspire them to work towards achieving it. By having a clear vision, you can create a sense of purpose and direction for your team. Understanding your leadership style and work mentality can assist with this.

9. Be a Coach

As a leader who is not an expert in the topics that you are attempting to manage, it is vital for you to stick to the topics that you have more credibility in, or topics that you are also more comfortable in. Attempting to show expertise in a topic you have no experience will make you look worse in your direct reports’ eyes. Be a mentor to your staff. In addition to that, assist them in setting SMART Goals, and utilize AIM Insights with them. Improve their overall office skills, and assist wherever you can.

In conclusion, leading effectively when you are not an expert in the type of work being done requires a combination of humility, strong communication skills, problem-solving ability, and the ability to build and empower a strong team. By focusing on these key elements, you can overcome the challenges of leading in an unfamiliar field and achieve success.

by Garrett Mintz

Mon 17 April 2023

With the ChatGPT revolution upon us, many business leaders have been wondering if there can be a productive application of AI (artificial intelligence) within their business.

Sure, AI can help students plagiarize an essay into a good grade,
but can it help companies increase their teams’ productivity?

One option that my team at Ambition In Motion has been testing is
integrating AI into our goal setting system via our AIM Insights program.

Here’s how it works. Every month we ask the direct reports of a
leader to input their goals. We ask direct reports to determine their own goals
(as opposed to the manager) because research shows that people who set their
own goals are much more likely to achieve them.

This has been a great system so far, but one challenge is that not
every employee is adept at consistently setting SMART (Specific, Measurable,
Attainable, Relevant, and Time-bound) goals. The issue is that while most
people can understand the idea of a SMART goal, it takes practice to get
comfortable setting and achieving SMART goals each month.

Some managers believe that their employees are incapable of
setting SMART goals. In those cases, those managers are likely micromanaging
and haven’t figured out how to find a balance between their perfectionist
ideals and the practical reality. People are more than just automatons, and
that kind of treatment builds resentment and enables reactive behavior instead
of proactive behavior.

Employees that can independently set their own SMART goals have a
massive ripple effect on the entire company. When employees set their own SMART
goals, their leader trusts them and doesn’t need to be constantly looking over
their shoulder to make sure they are on track.

When leaders aren’t constantly looking over their direct reports’ shoulders,
they can effectively lead more people and focus on tasks that can have a
multiplying effect on the business.

Lastly, both leaders and employees can achieve greater balance
with their work. As opposed to checking, re-checking, and re-checking again a
direct report’s work, the time both leaders and employees are working can be
effectively utilized and allow them to stop working at reasonable hours.

How do we get to a point where employees are autonomously setting
their own SMART goals?

AI!

When a manager sets goals with their direct reports, the manager
thinks that their direct reports are fully participating in the goal-setting
process but in reality, that manager is setting the goals for their direct
reports. Essentially, those managers are enabling their direct reports to not
think for themselves and come up with their own goals and instead tell them
what they want them to do.

This is micromanagement.

The best leaders share an objective that their team needs to
achieve and the key results that they believe it takes to achieve that outcome.
They then empower their direct reports to achieve those key results in whatever
fashion they deem fit. Remember, you are paying these people for their skills
and expertise: learn to trust their instincts.

This leadership style works when direct reports know how to
effectively set SMART goals. It falls flat when employees don’t know how to set
SMART goals.

The reason why AI can be so powerful in this process is the
immediacy of the feedback.

Behavior change and positive habit formation occur when one’s
pattern is disrupted and the feedback they receive is immediate.

Leaders could make themselves available immediately after a direct
report has set their goals to share their feedback on whether the goal is SMART
or not, but that is incredibly time-intensive and not conducive to the leader
achieving their own tasks that they need to focus on. There is interesting
research from Cal Newport on the mental residue people build when they switch
tasks throughout the day. If a leader were to take this route and make
themselves available every time an employee sets a new goal, they would be
constantly switching tasks, building mental residue, and diminishing their own
productivity.

Essentially, leaders are busy and there needs to be a better way
for employees to get immediate feedback on their goals.

AI changes all of that with the immediacy of feedback. In our AIM
Insights program, when employees set goals every month, our AI integration
gives those employees immediate feedback as to whether or not their goal is
SMART. If it is SMART, AIM Insights gives immediate positive reinforcement to
employees that their goal is SMART. If it is not SMART, AIM Insights gives
employees suggestions on how they can re-write that goal as a SMART goal.

This AI integration into AIM Insights has increased the number of
SMART goals set by employees, their ability to autonomously set SMART goals on
their own, and subsequently, those employees’ and leaders’ productivity.

The ripple effect ramifications from this type of innovation can
be huge for the productivity of teams. Sure, employees will be more productive
in less time worked, but they will also be more resilient.

Employees (and really everyone) tend to be resistant to change, so
when a company pivots their business model or the way they work, there is
always some amount of resistance that is met with the proposed change.

When the process in which employees set goals doesn’t change, only
the objective, they are more likely to embrace the change in direction because
the way in which they set goals and achieve key results doesn’t change. The way
in which they work doesn’t materially change, only the objective and key results.
This makes for a more resilient team and that’s able to adapt to change.

This can positively affect the way in which companies integrate
people and strategies during mergers and acquisitions, enter new business
opportunities and markets, succession plan and promote people, and any other
action that might disrupt the way in which employees currently work.

Companies and leaders that can quickly adopt AI into productive
applications will give themselves a major boost into the future.

by Grace Tripathy

Fri 16 June 2023

As an employee, you're not expected to work at the same company forever. Whether you're looking to advance within your current organization or explore new opportunities elsewhere, having a strong resume that highlights your accomplishments and skills is essential.

Building your resume continuously throughout your jobs allows you to capture and showcase your accomplishments, demonstrate career progression, reflect continuous learning, seize unexpected opportunities, tailor your resume for specific positions, build confidence and self-awareness, prepare for performance reviews, and demonstrate career commitment. Here are some reasons why direct reports should prioritize resume-building throughout their careers:

Documenting Your Accomplishments: Continuously updating your resume allows you to document your accomplishments and contributions while they are fresh in your mind. By capturing your achievements in real-time, you ensure that no valuable experiences or skills are overlooked or forgotten. This documentation serves as evidence of your capabilities and helps you present a comprehensive picture of your professional growth.
Showcasing Career Progression: A continuously updated resume demonstrates your career progression over time. It allows potential employers to see how you have advanced, taken on increasing responsibilities, and acquired new skills and experiences. This progression showcases your ability to adapt, learn, and succeed in different roles, making you a more attractive candidate for future opportunities.
Reflecting Continuous Learning: Updating your resume regularly reflects your commitment to continuous learning and professional development. It shows that you actively seek new challenges, acquire new skills, and stay updated with industry trends. Employers value candidates who demonstrate a growth mindset and a willingness to expand their knowledge and expertise.
Seizing Unexpected Opportunities: Opportunities can arise unexpectedly, such as a new job opening or a chance to work on an exciting project. Having an updated resume readily available allows you to seize these opportunities promptly. It enables you to respond to job postings or network with potential employers without delay, increasing your chances of being considered for desirable positions.
Tailoring for Specific Opportunities: Each job opportunity is unique, with its own requirements and desired qualifications. By continuously building your resume, you can easily tailor it to match the specific needs of different positions. This customization allows you to highlight the most relevant skills, experiences, and accomplishments that align with the job requirements, increasing your chances of being selected for interviews and ultimately landing the job.
Building Confidence and Self-Awareness: Updating your resume provides an opportunity for self-reflection and self-awareness. As you review your accomplishments and experiences, you gain a deeper understanding of your strengths, skills, and professional journey. This increased self-awareness boosts your confidence and helps you articulate your value proposition during interviews and networking interactions.

However, it can be challenging to recall and effectively communicate all the tangible contributions and achievements you've made throughout your career. This is where AIM Insights, a powerful performance management tool, comes into play. By keeping track of your accomplishments at work, AIM Insights helps you build an impressive resume that showcases your value and potential to prospective employers.

One of the key features of AIM Insights is its ability to provide you with tangible portfolio tasks that demonstrate your impact on the organization. These tasks are curated based on your performance evaluations and feedback from your manager, allowing you to focus on the areas where you excelled. By completing these tasks and documenting the results, you create a tangible record of your achievements and contributions. This not only helps you recall specific examples when updating your resume but also provides concrete evidence of your abilities and the value you bring to the table.

A notable aspect of AIM Insights is its emphasis on SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound). When you view the "goals" section on AIM Insights, you can see the percentage of SMART goals you've set and accomplished.

This feature not only encourages goal-oriented behavior but also provides a clear indicator of your performance and progress. It showcases your ability to set high-impact objectives that contribute to team success and drive overall performance. This information is invaluable when it comes to presenting yourself as an effective and goal-driven professional on your resume.

Another valuable aspect of AIM Insights is its ability to generate an impact score average based on your evaluations. This score reflects the overall impact of your work and highlights your contributions to the team's success. Being able to quantify your impact in this way is immensely beneficial when updating your resume. Prospective employers are always looking for candidates who can demonstrate measurable results and tangible achievements, and AIM Insights provides the data to back up your claims.

Furthermore, AIM Insights allows you to compare your impact scores with those of your peers. This feature provides context and perspective on your performance, showing how you stack up against others in your team or department. It offers valuable insights into your relative strengths and areas for improvement, allowing you to tailor your resume to highlight your unique abilities and stand out from the competition.

By utilizing AIM Insights, you gain several advantages when it comes to building your resume:

Firstly, you have access to tangible metrics and portfolio tasks that demonstrate your accomplishments and contributions. This gives you a structured framework to showcase your skills and abilities effectively.
Secondly, you can leverage the feedback and evaluations provided by your manager through AIM Insights. This feedback not only gives you a clear understanding of your performance but also serves as valuable evidence of your capabilities when constructing your resume.
Lastly, AIM Insights tracks your progress and growth within your position and the organization. It provides a comprehensive record of your achievements, milestones, and professional development. This information is invaluable when it comes to updating your resume over time, as you can accurately reflect your career trajectory and demonstrate continuous improvement and growth.

AIM Insights is a powerful performance management tool that simplifies the process of keeping track of your accomplishments and helps you build a compelling resume. By providing tangible portfolio tasks, tracking SMART goals, generating impact scores, and facilitating manager feedback, AIM Insights empowers you to effectively showcase your skills and achievements. Whether you're aiming for career advancement within your current organization or exploring new opportunities, AIM Insights equips you with the tools and data you need to present yourself as a high-performing, results-driven professional.

by Kayla Ambrose

Fri 14 July 2023

Bad news can come in many forms and at unexpected times. Getting passed up for a promotion, receiving undesired project results, or even recognizing disparities in workplace treatment are just some experiences that can decrease motivation and divert progress. These experiences may feel detrimental with little hope for recovery.

A large contributor to how adversity is handled relies on ones mindset before, during, and after receiving the news. Even during unsuccessful moments, prioritizing your frame of thinking will allow for the best future steps.

When encountering difficulties, it is natural to default to a fixed mindset. A fixed mindset is a frame of thinking that inhibits the ability to look past the issue at hand. Individuals who possess a fixed mindset believe that their skill set is relatively inflexible so there isn’t much opportunity for improvement. Setbacks are perceived as limitations of their skillsets which leads those with fixed mindsets to avoid challenges.

To overcome hardship implementing a growth mindset may lead to honing adaptability, embracing creativity, continued optimism, and the motivation to acquire a new skill. A growth mindset stems from the belief that everyone has the ability to continue to develop skills and make improvements based on continuous efforts. One isn’t stuck in their current position with a growth mindset because they can take steps to improve and continue to learn in any given situation. This perspective is particularly important when dealing with setbacks, and can be implemented daily to concentrate on your objectives.

The growth mindset recognizes that challenges will arise and these setbacks serve as opportunities for growth. Possessing a growth mindset may even lead to the pursuit of new challenges as they will serve as further areas to expand knowledge and experience. Utilizing this framework can encourage passion and purpose in both personal and professional settings due to the ability to maintain an optimistic perspective. Overall, this perspective aims to work towards a more fulfilling life because one isn’t self imposing mental limitations.

Maintaining a growth mindset in the face of bad news is a challenge, but it is achievable with diligent effort and continued practice. These are some initiatives geared towards developing a growth mindset during challenging moments to increase your ability to take productive first steps.

Process your emotions:

Acknowledge your emotions and why you are frustrated with the situation. When receiving bad news it is natural to feel disheartened or frustrated with the outcome. Allow yourself the opportunity to embrace these emotions and process them. Recognize the root of your feelings and why it made you feel that way. Initial negative reactions are common when dealing with difficulties and are part of life.
2. Reframe the situation as a learning opportunity:

Seek potential lessons you can learn from the situation and ways you can approach this problem differently going forward. Reflecting on what went poorly may direct you to a new skill you can learn that will be beneficial in the future. Spend time analyzing tangible things that can be enhanced rather than dwelling on things out of your control.
3. Acquire feedback:

Gathering feedback and receiving constructive criticism work to determine areas that need improvement and are good ways to prevent the repetition of similar setbacks. Reaching out to others who have more knowledge of what occurred can provide clarity and prevent you from wondering what went wrong.
4. Identify alternative solutions:

Depending on the situation at hand, there may be additional pathways to pursue to achieve your desired outcome. Pursuing alternatives may mean having a conversation with a coworker about different processes that can be implemented, or a conversation with management to learn what opportunities are available/ feasible. Identifying alternative solutions may ultimately lead to pursuing a position at a company that aligns better with your interests and will value your skill set appropriately. Allow time to use your creativity to find different solutions.
5. Seek support from peers or outside resources:

When managing a setback, speaking with peers can allow you to gain perspective and recognize that others have experienced similar hardships. Vocalizing your outlook on the obstacle will allow for collaborative problem-solving and lead to informed decisions. Surrounding yourself with individuals who positively support and encourage you is key to maintaining a growth mindset. An alternative approach is to seek a mentor removed from the situation and learn how they may approach the current difficulty. A mentor's guidance will allow you to be accountable in your pursuit of growth.
6. Establish Goals:

Goal setting is a powerful tool when working towards a growth mindset. After enduring a difficult situation, creating attainable ways to move forward will allow you to have productive results despite obstacles. Determine what your current goals are and then break them down into smaller more achievable goals. By breaking down your goals, you can maintain motivation and gain a sense of accomplishment. Goal setting creates a strong foundation for accountability and motivation for improvement.

Successfully navigating a setback isn’t an easy endeavor, but maintaining a growth mindset will work toward more rewarding results. Bad news isn’t a determinant of continued misfortune if it is used as motivation to pursue new goals.

Remember that upholding a growth mindset is a continuous process and one that takes time. Commit to embracing challenges as opportunities for development and recognize that a growth mindset can help achieve success in difficult times.

by Kayla Ambrose

Mon 31 July 2023

Effective prioritization is essential for achieving success and developing a competitive edge in organizations. The implementation of an efficient prioritization management process is critical to optimize productivity, streamline operations and best utilize available resources.

Why do other teams work the same amount of time, but yield greater results? How can my team use resources effectively and meet deadlines consistently?

Developing an effective process to prioritize tasks involves more than arranging tasks in order of importance. A well-designed approach considers various factors such as complexity, resource availability, impact on the organization, and relation to other tasks. Crafting a system that is tailored to the specific goals of the organization can allow leaders to direct their teams toward success.

Here are some key components to consider when creating an effective prioritization model.

Reflect on the Team's Objectives: Understanding the goals of the team and the company as a whole will keep in mind the bigger picture. From here, you can align your priorities in the direction of the organization to ensure all business values are adhered to.

2. List Tasks: Create a comprehensive list of tasks that need to be completed to visualize everything. All tasks can be placed in different categories based on their importance and urgency. Tasks that are incredibly time-sensitive and important can be included in one group and create similar groups for tasks that lessen in time sensitivity and importance.

3. Determine Task Dependencies: Identify tasks that must be completed before starting other tasks. Ensure that tasks with dependencies are prioritized before their dependent tasks.

4. Consider Resources and Constraints: The availability of resources is extremely important when prioritizing tasks. Consider time, budget, and manpower requirements when considering each task. Assess whether each task can realistically be completed given the available resources.

5. Avoid Overloading: Assigning too many tasks to team members can lead to burnout and overall decreased productivity. When delegating tasks it is important to be realistic about the number of tasks assigned to individuals and teams.

6. Establish Deadlines: Specify realistic deadlines for tasks based on their predetermined levels of urgency and importance. Ensure that these deadlines take into account the dependencies identified in the previous step as well. All deadlines should be communicated to team members, relevant managers, and any other pertinent stakeholders.

7. Gather Team Member Insights: After establishing deadlines get input from team members on the prioritization of tasks. Team members might have key insights into the complexity of each task. This step is valuable in ensuring that individuals and teams can handle tasks as additional insights can ensure that time constraints are appropriate.

8. Utilize Management Software: Incorporate software to help organize tasks effectively. Tools can be helpful when keeping track of upcoming deadlines, task progress, and even individual team members' performance.

9. Evaluate and Adjust Regularly: Goals, resources, or other factors may shift over time and affect how tasks are prioritized. Evaluate task priorities regularly to ensure that tasks continue to be aligned with the evolving goals of the organization.

10. Communicate Clearly: Articulate all tasks effectively to team members and ensure that they understand the importance of the priorities. Communicating clearly mitigates misunderstandings and focuses on goals.

Recognize that in dynamic work environments, priorities should mirror the ever-changing landscape. While priorities are essential, being flexible is important when handling unforeseen changes or emergencies. Prioritizing may be perceived as a rigid structure for organizing tasks, however, adaptation is an important aspect that must be implemented in real-world applications.

Remember, effective task prioritization is aligned with the organization's overall goals. Continuing to adjust and optimize the prioritization system can enhance productivity and achieve optimal results in the workplace.

When discussing prioritization, delegation is another important skill to implement. Delegation can develop employees' skills, allow managers to focus on higher-level responsibilities, and ultimately increase team productivity. Here are some important guidelines for productive delegation.

Identify Tasks to Delegate: Determine which tasks require critical decision-making and which can be delegated without compromising quality. Delegate tasks that provide learning opportunities for team members while allowing you time for more strategic work.

Play to Team Members Strengths: To effectively delegate, it is crucial to recognize the strengths of team members. Understanding each individual's skills and expertise will guide you in delegating appropriate tasks that best align with their abilities. Delegation can also serve as an opportunity to develop skills for team members. Creating these growth opportunities can strengthen the team as a whole.

Set Clear Expectations: Clearly communicate desired outcomes and expectations for each delegated task. Communicate specific deadlines, quality standards, and any task constraints.

Provide Resources: Ensure team members have the necessary support and tools to complete the delegated tasks effectively. Identify steps they can implore if they are struggling throughout the process.

Establish Check-ins: Set up regular progress checkpoints, offer guidance, and provide feedback. These meetings can be used to address any issues that arise and ensure sufficient progress is being made.

Encourage Questions: Foster an open environment where team members feel comfortable asking questions and seeking clarification. This can be achieved through avoiding micromanagement and asking for their feedback as well. These initiatives can build trust and open dialogue for them to share their perspective.

Recognize Efforts: Acknowledge the hard work of all team members and celebrate accomplishments. Positive reinforcement builds motivation, confidence, and commitment to the tasks.

Reflect on Experiences: Regularly take time to reflect on your delegation and assess what can be improved upon in future delegation efforts. Be open to delegation feedback from team members too. Gathering feedback can generate new ideas for implementing more effective delegation practices.

Defend Team Decisions: At times, team members may make decisions within their delegated tasks that create tension with executives. When responsibilities are delegated, managers must support their team. Delegation can be used as a tool for the development of skills and provide growth opportunities. Team members must feel comfortable their manager will support them to other executives as this will build team strength.

Implementing strong delegation techniques along with task prioritization will create systems that allow effective time utilization. A system that incorporates both strategies can provide growth opportunities for your team, utilize resources effectively, and successfully manage deadlines.

by Snehal Mantri

Fri 25 August 2023

Instant gratification is the temptation, and resulting tendency, to miss a future benefit in order to obtain an immediate but less rewarding benefit. With new technology released daily, we have become accustomed to everything being readily accessible and convenient. From ordering food with a few taps on our phones to binge-watching entire TV series in one sitting, our modern lifestyle caters to this desire for immediate satisfaction. However, there are instances where this mindset may harm us more than benefit us, especially in the workplace.

In a professional setting, the desire for instant gratification can compromise the quality of work and slow down long-term career growth. Employees who focus solely on completing tasks quickly to meet immediate deadlines might overlook opportunities for growth and meaningful contributions. This could result in a lack of attention to detail, decreased problem-solving skills, and, ultimately, a negative impact on overall job performance.

Moreover, the expectation for instant results might decrease skill-building skills and professional development that requires time and dedication. Advancing in one's career often demands patience and the willingness to invest in learning new skills. Neglecting these opportunities due to a preference for instant gratification could limit career advancement and personal growth.

Additionally, fostering strong relationships in the workplace, whether with colleagues, superiors, or clients, requires time and effort. Instant gratification-oriented behaviors, such as prioritizing quick wins over fostering connections, can lead to missed chances to collaborate, network, and build a solid professional reputation. Long-term success often requires the ability to establish a healthy work environment and maintain a credible presence within the professional community.

While the allure of immediate results is strong, it's essential to recognize that sustained success and fulfillment in the workplace often require a balanced approach. Utilizing the right strategies and striking a harmony between short-term achievements and long-term goals can lead to more meaningful contributions and a more rewarding professional journey.

Become Aware of Your Impulses

In a world dominated by rapid technological advancements and instant access to information, developing self-awareness regarding our impulses is an important strategy. Acknowledging the allure of instant gratification and understanding its potential consequences empowers individuals to make more deliberate choices in the workplace. This heightened awareness enables professionals to pause, reflect, and evaluate the long-term impact of their decisions. By recognizing when the desire for immediate results is guiding their actions, employees can redirect their focus towards goals that have a longer timeline. This approach utilizes better decision-making, allowing individuals to balance short-term gains with the enduring benefits of patient, thoughtful, and strategic efforts.

2. Creating SMART Goals For Yourself:

Establishing SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals is a strategic approach to counteracting the allure of instant gratification in the workplace. By crafting well-defined goals, individuals can shift their focus from short-term wins to meaningful long-term accomplishments. SMART goals provide a structured roadmap that encourages planning, consistent effort, and progress tracking. As a result, employees can channel their energy into pursuits that align with overarching aspirations, ensuring that their actions contribute to sustained success and personal growth.

3. Building a Support Network:

Recognizing the potential drawbacks of instant gratification, professionals are increasingly valuing the importance of building a strong support network in the workplace. Meaningful relationships with colleagues, mentors, and peers can offer valuable guidance and perspective. Engaging with a diverse group of individuals fosters an environment of collaboration and shared learning, where the exchange of insights can lead to innovative solutions and continuous improvement. These relationships not only provide emotional support but also contribute to a more holistic approach to career development, emphasizing enduring connections over fleeting achievements.

4. Seek Mentorship:

Seeking mentorship can be a powerful strategy for personal and professional growth. Mentors provide guidance grounded in experience, helping mentees navigate challenges with a broader perspective in mind. Unlike quick fixes, mentorship encourages deliberate skill-building, patience, and long-term planning. The horizontal mentor relationship promotes the understanding that sustainable success requires consistent effort, continuous learning, and a willingness to embrace challenges as opportunities for growth. By fostering relationships with mentors, individuals can benefit from their wisdom and insights, contributing to a more well-rounded and prosperous career journey.

5. Stick to Your Goals:

Amid the tempting culture of instant gratification, maintaining dedication to long-term goals is an extremely important practice in the workplace. Resisting the allure of quick wins, individuals who commit to their objectives display resilience, discipline, and a commitment to personal and professional growth. While it's easy to fall for the appeal of immediate rewards, the satisfaction derived from achieving substantial, sustained milestones is far more fulfilling. By staying focused in the pursuit of overarching goals, employees develop a sense of accomplishment from their commitment and perseverance. This mindset shift reinforces the idea that true success often requires consistent effort and the ability to delay gratification for a more substantial and enduring sense of achievement.

In conclusion, the desire for instant gratification in our society is an issue that we must work to overcome. Our modern world, filled with rapid technological advancements and the availability of immediate rewards, has shaped our preferences for convenience and immediate outcomes. However, it's extremely important to evaluate consequences of this mindset, especially within the context of our workplaces. The desire for immediate rewards can compromise the quality of our work, slow-down long-term career growth, and impede the development of meaningful relationships. To counterbalance these potential downsides, a range of strategies can be utilized. These include crafting SMART goals that align with our aspirations, fostering a supportive network that facilitates holistic growth, seeking mentorship to develop deliberate skill development, and, crucially, maintaining our commitment to our goals. By embracing self-awareness, practicing patience, and replacing the desire of immediate results with the rewards of sustained achievement, we are better equipped to navigate the professional landscape.

by Grace Tripathy

Fri 25 August 2023

"I'm struggling to find motivation to go to work, I don’t know what to do. Any advice?" Maria recently faced a significant setback at her workplace. Maria was overlooked for the top position within her organization despite being highly qualified and receiving encouragement to apply.

Maria had put in considerable effort to secure the role, so when the decision favored another candidate, it became a public letdown that not only affected her personally but also led them to question the priorities of her leadership. While she contemplated resigning, her dedication to her team and the ongoing projects held her back; she was determined to see it through.

Moreover, Maria had financial incentives, including a bonus and stock vesting, that made staying for another 9 months advantageous. With the job market appearing uncertain, she felt hesitant to make a hasty job change. Therefore, she opted to remain until the end of the year. However, she’s currently grappling with the challenge of moving beyond her disappointment and discovering the enthusiasm to face each workday.

Maria is not alone. Experiencing a promotion setback can be a challenging and disheartening experience, especially when someone new is chosen over for a position you felt you deserved. However, this setback doesn't have to define one’s career journey.

Acknowledge and Process Emotions

It's natural to feel a mix of emotions, including disappointment, frustration, and even self-doubt. Acknowledge these feelings without judgment. Create a space to process these emotions, whether through journaling, talking to a trusted friend, or seeking professional guidance. Remember that all emotions are valid and a natural part of the process.

2. Take a Step Back

Resist the urge to make impulsive decisions. Take a step back to gain perspective. Consider the bigger picture of one’s career trajectory and the organization's goals. Find out if this setback truly outweighs the positive aspects of one’s current position. By allowing more time to process, there’s capability of making a rational decision.

3. Find the Reason Behind Not Getting a Promotion

Actively explore what went wrong, evaluate the situation appropriately, and consider what could’ve been done differently if given the chance. They also gather feedback from a wide variety of people (including superiors, peers, and subordinates), making it clear that they want honest feedback, not consolation.

Approach your superiors or colleagues for constructive feedback on your performance and candidacy for the promotion. Honest feedback can help to understand areas for improvement and self-development. Use this feedback to create an action plan to enhance your skills and competencies.

4. Weigh the Options: Stay or Move On

After gaining clarity, weigh the pros and cons of staying with the organization versus seeking opportunities elsewhere. Consider the culture, work-life balance, growth potential, and alignment with long-term goals. Remember, setbacks are temporary roadblocks that can lead to new paths for success.

5. Utilize Data and Metrics

Quantify achievements by using performance metrics and key performance indicators (KPIs). Tools like AIM Insights can help to benchmark performance against industry standards and the organization's expectations. Use this data to illustrate one’s individual contributions and potential impact on the organization.

Consider how your performance compares not only within your organization but also across industries. AIM Insights highlights instances where you've demonstrated leadership, innovation, and adaptability. Showcasing achievements will position you as a top candidate for future promotions.

6. Transform Setback into Motivation

Use the disappointment as a catalyst for personal and professional growth. Set new goals for skill development, leadership qualities, and innovation. Focus on self-improvement and demonstrate prolonged commitment to continuous learning and growth.

7. Network and Mentorship

Build a network within and outside of the company. Engage in conversations with mentors and peers who can provide guidance and insights. Networking can open doors to new opportunities and perspectives, aiding professional development.

8. Set Clear Career Goals

Refine career goals based on personal experiences and the insights gained from this setback. Create a roadmap for where you want to be in the short and long term. AIM Insights is an example of a platform that can easily align goals with the organization's objectives, ensuring a mutually beneficial partnership.

Setbacks are a natural part of one's journey, and each of these steps can assist an individual in accessing wellsprings of value and motivation. These resources can aid in navigating through moments of disappointment and empower the individual to seize control, optimizing their circumstances and progressing according to their preferences. Additionally, maintaining a positive attitude has the potential to distinguish the individual and position them as a valuable asset to a respective organization.

Remember that setbacks are temporary, and with the right mindset, you can navigate the challenges and emerge even stronger in your professional journey.

by Grace Tripathy

Sat 9 September 2023

In the pursuit of personal and professional development, executives and managers often set SMART goals: Specific, Measurable, Achievable, Relevant, and Time-bound objectives that serve as a roadmap to success. While the SMART framework is undeniably effective, there is one critical element that can make or break one's journey towards achieving these goals: the immediacy of feedback.

Immediate Feedback: The Catalyst for Growth

Immediate feedback serves as a powerful catalyst for growth. When individuals receive prompt and relevant feedback on their actions and progress, they gain valuable insights into what is working and what needs improvement. This real-time information enables them to make necessary adjustments, increasing their chances of staying on track and achieving their SMART goals.

Imagine an individual with a SMART goal to increase search engine optimization within a sector of their organization. If they receive immediate feedback on their daily user interaction data and routine, they can make immediate adjustments based on their performance. This ensures that their efforts are aligned with their goal, preventing deviations that could hinder their progress.

Enhancing Motivation through Timely Feedback

Motivation plays a pivotal role in goal achievement. Immediate feedback can serve as a powerful motivator by acknowledging progress and highlighting areas where improvement is needed. When individuals see that their efforts are making a difference, they are more likely to stay committed to their goals.

For example, in a professional context, an employee striving to meet quarterly sales targets benefits immensely from immediate feedback on their performance. Knowing they are on track can boost their motivation to maintain or even surpass their efforts.

Fine-Tuning Strategies for Optimal Results

SMART goals often require careful planning and strategic execution. Immediate feedback allows individuals to fine-tune their strategies in real-time. By understanding what works and what doesn't, they can adjust their approach to optimize their chances of success.

Imagine a new sales team member. If they set goals that aren’t SMART and aligned with their team’s overall sales quota, they will be a big reason for why the team doesn’t achieve this outcome. If they receive immediate feedback on their sales goals, they can identify the specific areas where they need to focus their efforts. This enables them to adapt their outreach efforts and time management skills accordingly, increasing their chances of achieving their sales goals.

Feedback as the Engine of SMART Goal Achievement

For a SMART goal to be truly "smart," it should serve as a driver for ongoing learning and improvement. Feedback is the engine that propels this process forward. In the absence of immediate feedback, goals may lose their capacity to inspire personal growth and development.

Consider a professional aiming to increase their productivity, a classic SMART goal. If they don't receive regular feedback on their performance and efficiency, they may struggle to identify areas for improvement. Immediate feedback empowers them to make real-time adjustments, thus enhancing their productivity and ensuring that the SMART goal remains both achievable and time-bound.

Another perspective to consider is that feedback is instrumental in crafting SMART goals in the first place. When individuals have access to timely information about their progress and performance, they can set more specific and realistic objectives.

For instance, someone aspiring to run a company may initially lack the precise knowledge of their current leadership level. Immediate feedback through regular responsibilities helps them set a measurable goal for their growth at their organization. Feedback transforms a vague desire into a SMART goal by providing the necessary data and insights.

Real-Time Guidance and Clarity

Ambition In Motion's AIM Insights program offers teams a significant advantage by leveraging AI-generated goal setting and immediate feedback. With AIM Insights, teams experience an accelerated and more efficient goal-setting process. Traditional methods often rely on managers to set goals for their direct reports, potentially stifling employee autonomy and creativity. However, AIM Insights encourages employees to formulate their own objectives, harnessing research-backed benefits that self-set goals are more likely to be achieved.

One of the program's standout features is the integration of artificial intelligence to provide instantaneous feedback during the goal-setting process. AI evaluates whether the established goals align with the SMART criteria. This immediacy in feedback empowers employees to fine-tune their goals promptly, resulting in a higher rate of SMART goal achievement.

Immediate feedback ensures goals are not just "SMART" on paper but also in practice. It transforms them from static aspirations into dynamic pursuits of continuous learning and improvement. Without feedback, SMART goals can become stagnant, limiting personal and professional growth.

Feedback breathes life into SMART goals by enabling individuals to adapt, improve, and set new, more ambitious targets. If we don't have immediate feedback, we may question whether a goal is truly "smart."

by Kendall Barndollar

Sat 9 September 2023

Most companies struggle with middle management because they are quick to promote but slow to train. Serving as the intermediary between executives and their direct reports, middle management bears the weight of demands from both sides. In this unique position, many managers struggle with role alignment, work-life balance, and effectively connecting with their teams. Upper-level leadership goals are communicated to managers with little direction on how to attain that particular result. Managers seem to be given an end destination without a map of how to get there, leaving most feeling misplaced. Learning how to face this unique set of challenges is a daunting task yet, critical for both personal and organizational growth.

How can someone new to middle management learn how to efficiently please both executives and their direct reports? How can executives provide managers with a better roadmap to reach their desired destination?

Once promoted, every individual is faced with a particular set of challenges. Commonly, these challenges include communication changes, leadership difficulties, role ambiguity, and trouble managing a practical work-life balance. Receiving feedback from both upper management and direct reports can help new managers get acquainted with their roles. However, receiving this feedback on an annual or semi-annual basis is not frequent enough to show growth. To help managers become better acquainted in their role, consider utilizing AIM insights. AIM Insights is a tool that works to provide accessible, quantitative feedback metrics to managers and provide better organization-wide alignment resulting in an improvement of overall productivity.

Managers commonly face problems with a lack of control and alignment. Executives create organizational goals and managers are left to carry them out with insufficient guidance on the direction of the company goal. Managers are left to execute the goals set by executive management even if they find them impractical, unattainable, or struggle to understand the purpose. AIM insights displays a variety of tools to help leadership within an organization communicate and achieve or even exceed goals with improved transparency and alignment that improves satisfaction and productivity while reducing turnover.

Beginning with communication, AIM insights works to help middle managers streamline communication with direct reports and improve communication with executives to better understand organization goals. Creating personalized communication plans that lead to a better connection between managers and their direct reports. AIM insights works with managers and executives to promote constructive feedback and drive continuous improvement, allowing teams to reach their full potential.

Additionally, AIM insights works to create plans that improve transparency and accountability with managers and direct reports. This software will enable managers to be more transparent about big picture and long-term goals with direct reports that will in turn be more accountable and more loyal to their organization. Being able to employ year-round performance metrics will enable managers to address problems as they arise and quickly analyze their team to work in a more efficient and productive manner. The accessibility of this important quantitative information allows managers and even executives to be more adaptable and agile in strategy, smoothly addressing issues and pivoting to avoid problems along the way.

Data-driven goal setting allows employees to set SMART goals that are certainly attainable and timely, with the help of their managers. These goals allow managers to better identify problems and leaders within their team, frequently eliminating bias that may occur in evaluations. Being able to align each employee's goals with the organization will quickly exhibit strengths and differentiate firms from their competitors. Having clearer purpose and transparency improves productivity, leading to higher goal achievement and increased employee satisfaction, leading to higher retention rates organization-wide.

Another important point of AIM insights is the development of feedback. Generally, once promoted, managers may go a few months without receiving direct feedback on their job performance. AIM insights enables managers to view goals and feedback constantly, having access to goals and utilizing specific metrics that clearly demonstrate different aspects of the organization and directly align performance areas with leaders’ goals. Being able to use these concrete metrics provides clarity and encourages managers to hold themselves and their direct reports accountable for reaching their own goals.

Job satisfaction and job performance are directly linked. So to improve job satisfaction, managers should feel fully equipped with the tools to have high performance. This will reduce turnover and boost the efficient use of company resources. In addition to these benefits that would specifically aid managers, improved job performance and job satisfaction is crucial for direct reports as well. Having managers who are strong leaders, know how to communicate well, and genuinely enjoy their jobs will lead to the same traits in their direct reports. Having AIM Insights to provide clarity on these individuals will allow for streamlined objectives and goal-setting, making it easier for both managers and their direct reports to enjoy their workdays and be as productive as possible while maintaining their team.

AIM Insights is just one aspect from a catalog of different tools to improve the experience of middle management. In addition to AIM insights, consider implementing mentorship programs that help managers better understand what personal steps they may take to better their careers and goals. Furthermore, managers should focus on not only being mentees but also becoming a mentor for their direct reports. Mentorship within an organization should focus on giving back so each person can have a mentor and a mentee to learn from and give advice to. This will help develop camaraderie within the organization and focus on open communication that will benefit all employees.

To help mitigate burnout and exhaustion in managers, consider the use of software like AIM Insights to create transparent and instant tools to aid in the achievement of organization-wide goals. AIM Insights works to provide long-term solutions to organization-wide problems, once beginning your use of AIM Insights, managers are trained and on-boarded with continual resources and tools on employing this interactive feedback tool. It is impossible to grow without feedback and, challenging to show growth from feedback with infrequent reviews or evaluations. Focus on effective feedback that helps professionals at every level grow into stronger leaders, teammates, and employees.

by Snehal Mantri

Fri 29 September 2023

Private Equity is a high-stakes arena known for its rapid decision-making processes and unforgiving nature, where fortunes can be won or lost in the blink of an eye. In such an environment, resilient leadership is not just a valuable trait; it's a critical factor in navigating crises, market downturns, and unexpected economic shocks that can disrupt the markets. This article delves into strategies for effective leadership in the fast-paced and high-stakes realm of Private Equity, addressing various facets, including emotional resilience, strategic thinking, adaptability, and risk management skills.

Keep the Bigger Picture in Mind:

In a private equity environment characterized by rapid decisions, the urge to make impulsive choices can be overwhelming. However, taking a step back to gain perspective is important. Consider your long-term career goals and the organization's objectives. Resilient leaders in Private Equity understand the importance of putting their organization's mission at the forefront of decision-making. In times of crisis, the mission provides a North Star, guiding actions and strategies.

2. Stay Educated on the Private Equity Industry:

Private Equity is influenced by many factors, including economic conditions, regulatory changes, and market trends. Stay informed about these external factors and adapt your strategies accordingly. Being proactive and agile in response to changing circumstances can set you apart as a leader.

3. Utilize Tools and Resources:

Private Equity thrives on data-driven decision-making. One key aspect of utilizing data is understanding how to benchmark performance effectively. Benchmarking highlights areas for improvement and showcases successes, enabling leaders to compare their achievements against industry standards and organizational expectations.

4. Find the Cause of Your Setback:

Private equity professionals often have high expectations for themselves and are driven by a desire to succeed. When setbacks occur, it's essential to explore what went wrong. Seek feedback from colleagues and peers. Encourage honest feedback, as it can reveal areas for improvement and personal development. Use this feedback to create a concrete action plan for enhancing your skills and competencies. Consider participating in a horizontal mentorship program, where all participants communicate and learn from each other, regardless of age or experience. A horizontal mentorship program encourages asking questions and sharing past mistakes, creating a two-way communication process that stimulates mutual growth within your team.

5. Use Disappointment as Motivation:

Use setbacks as fuel for personal and professional growth. Set new goals for skill development, leadership qualities, and innovation. Focus on continuous self-improvement and show a long-term commitment to learning and growth. In the private equity world, adaptability and resilience are highly valued traits.

6. Acknowledge Your Emotions:

Just as in any career, it's essential to acknowledge and process emotions. The private equity world can be incredibly unforgiving, and setbacks are not uncommon. Emotions such as disappointment and self-doubt are natural reactions. Embrace these feelings without judgment. Creating a safe space for emotional processing through confiding in colleagues and mentors, or even seeking professional guidance can help maintain emotional well-being.

7. Grow your Network:

Building a network within and outside your organization is important in the private equity sector. Engage in conversations with colleagues who can provide guidance and insights. Networking can open doors to new opportunities and diverse perspectives, facilitating professional development.

8. Set Goals for the future:

Refine your career goals based on your experiences and insights gained from setbacks. Create a plan for your short-term and long-term aspirations. Platforms like AIM Insights can help align your goals with your organization's objectives, fostering a mutually beneficial partnership. Consider getting personalized Executive Coaching from experienced coaches. An executive coach provides an environment for leaders to test their ideas, evaluate their concerns, and receive feedback before going live.

9. Develop Risk Management Skills:

Risk is inherent in the private equity world. Being able to assess and manage risks effectively is a valuable skill. Consider seeking additional training or certifications in risk management.

10. Focus on Long-Term Goals:

In today's fast-paced and high-risk culture, instant gratification is the norm. Adopting a long-term perspective can be a powerful competitive advantage. Resilient leaders in Private Equity have a distinctive ability to embrace the long view. While crises often demand immediate action, resilient leaders understand that focusing on long-term goals rather than short-term setbacks is essential for sustained success.

In addition to the strategies highlighted in this article, leaders in the Private Equity sector must remain vigilant in adapting to the industry's evolving landscape. The global economic conditions, regulatory changes, and market trends are dynamic forces that continuously shape the environment in which Private Equity operates. Staying informed about these external factors and proactively adjusting strategies in response to changing circumstances is extremely important. Adaptability, combined with the leadership qualities discussed earlier, will position individuals to excel in the competitive and fast-paced realm of Private Equity.

Thriving in the cutthroat world of private Equity is no easy task, but success is possible with the right mindset and a commitment to continuous growth and adaptation. This demanding sector requires leaders to possess emotional resilience, strategic acumen, adaptability, and risk management skills. By applying the strategies outlined in this article, you can survive and thrive in the fast-paced and high-stakes world of Private Equity. Embrace challenges as opportunities for growth and development, and you will undoubtedly lead successfully in this dynamic industry.

by Garrett Mintz

Thu 18 January 2024

Goal setting is a critical element to any successful team. If businesses fail to create an environment for team members and leaders to set goals, then they are firefighting.

Firefighting is the concept of having employees tactically react to emergencies that come up in the business as opposed to strategically creating long-term solutions for those challenges. Firefighting is exhausting, mentally draining, and leads to burnout for employees. Firefighting is also highly inefficient.

As opposed to strategically coming up with a process to handle common issues as they arise, firefighting is asking individual employees to create unique processes for handling the same issues. This means that the company is not leveraging the knowledge and experience from multiple employees that have already solved that issue. Instead, they are leaving an effective, easy solution on the backburner as challenges arise since nobody can find the time needed to implement it.

In most work environments firefighting is inevitable, but it shouldn’t be your team’s primary focus. Employees should be either following a proven process to solve that challenge, or they should be experimenting and tweaking potential solutions to create a proven process.

One of the best ways to combat a culture of firefighting is with goal-setting. Goal-setting is the practice of reflecting on the challenges one has faced over a certain period of time, ideating on what process or solution can be implemented so then that challenge is less painful or frustrating to handle in the future and then work on testing the best way to go about achieving that desired result.

Most business owners and executives may read this and think to themselves “Let’s start having our employees set goals” or “We have an HR system that allows us to set goals and we encourage our employees to set them”.

These comments miss an important fact: most employees suck at setting goals. And to be fair, that’s not their fault! Good goal setting takes practice, and many people let that skill atrophy if they ever learned it at all.

They have never been taught proper goal-setting techniques like setting goals that are specific, measurable, relevant, attainable, and time-bound. And even if they have learned about SMART goals, they probably haven’t practiced this skill enough to turn it into a habit.

And even if a couple people on the team are good at setting goals, you still need company support to ensure that goal setting stays as a high priority. If nobody at the company is holding those that struggle at setting goals accountable for setting good goals, those that are good at setting goals have little incentive to continue setting goals because those that struggle to set goals are not being held accountable.

This is even more critical at the managerial level.

If managers aren’t setting goals or are setting poor goals, this lack of skill in this area permeates to their entire team. This ripple effect causes the employees of a manager that doesn’t set goals or sets poor goals to have a culture of firefighting – because if businesses aren’t strategically thinking about how to build processes to handle the challenges that comes up, then they will be reactive to whatever challenges they encounter.

The other challenge in goal-setting for managers is isolation.

Even if a manager knows how to set goals effectively and consistently sets them, they still need to understand their company’s objectives to set great goals. If they are isolated, they will set goals based on unclear or out-of-date objectives that were determined internally from the past.

To clarify the difference between objectives and the typical goals set by direct reports. Objectives are top-down, publicly shared and ambitious goals that are strived for over a long period of time. They are set by company leaders to shape the company’s next months or years. Once a company has set an objective, teams will set goals that help achieve that objective. These goals are the steps in the process that determine a company’s ability to achieve the objective.

It’s important to note that objectives are typically broad and non-specific (e.g., optimize operational efficiency and scalability). So, for an objective like optimize operational efficiency and scalability, team members might measure its success with goals like reduce software deployment time by 30%, or enhance server infrastructure to accommodate a 20% growth in user base without performance degradation. At the end of a successful push, team members and leaders will know whether the objective was met because the achieved goals all contributed to optimizing operational efficiency and scalability.

An easy way to understand this concept is by following the format recommended by this article; a company will achieve an objective as measured by several key results. Check out a few examples below to see what this looks like. Also note that an objective is typically supported by 3-5 goals.

Objective: Drive Business Growth through Market Expansion.

1) Enter at least two new target markets, increasing the customer base by 20% in those regions.

2) Achieve a 15% increase in annual recurring revenue (ARR) through upselling and cross-selling to existing customers.

Objective: Drive Business Growth through Market Expansion.

1) Enter at least two new target markets, increasing the customer base by 20% in those regions.

2) Achieve a 15% increase in annual recurring revenue (ARR) through upselling and cross-selling to existing customers.

Because the world (and thus the company) is constantly changing and evolving, if managers don’t have any concept as to what innovations are coming within their departments, they run the risk of their goals getting stale and outdated.

Companies can combat this by having their manager join executive mastermind groups where they are exposed to leaders outside of their company and can learn from their experiences.

Or

Companies can leverage AI to help their managers not only set effective goals, but set goals based on the goals set by other managers of similar teams in similar industries are setting. Through artificial intelligence, managers can glean suggested objectives and goals based on what other leaders of similar teams in similar industries are doing.

How?

AIM Insights has an AI integration that can identify the industry, title, and department of a manager and provide suggested objectives and goals to that manager based on what other leaders in similar roles are doing. AIM Insights also helps managers from across the company see what goals other team members and managers are setting so they can get a better understanding as to what other departments and managers are focused on.

Why is this important?

If companies have managers struggling to identify what is the most important thing that they should be focused on (this typically occurs after prolonged periods of firefighting), having suggestions based on AI can help managers quickly realign and get ideas. When used in conjunction with an executive coach and knowing the goals of other managers in other departments at the company (that are also using an executive coach), managers can combine cutting-edge technology with an experienced professional to get the best of both worlds.

When managers and teams have extended periods of firefighting, doing any work that is strategic can be really hard to pick back up. Employees can become so jaded by strategic work like goal-setting that they sometimes end up weighing the cost of time spent goal-setting as a sacrifice to their ability to put out a certain number of fires. This zero-sum thinking is devastating for a company’s long-term health.

“I can’t believe I just spent 15 minutes goal setting! I could have spent that time checking 5 emails or handling a customer issue.”

If employees develop this mindset around goal-setting, it creates a toxic environment and a culture that is too incentivized to put out fires without considering ways to preemptively stop the fires from ever starting.

There is a story about the early days of Amazon. Jeff Bezos was on the floor with some of his employees packing boxes and shipping them out. Bezos said to his employees “we should get knee pads.” Another employee chimed in “No, we should get packing tables.”

When employees and managers don’t take the time to regularly set goals, they are blinded by what they can do to put out their immediate pain (knee pads help alleviate pain from an uncomfortable position) instead of focusing on an innovative solution that can eradicate the challenge altogether with a side-benefit of increased productivity (getting packing tables).

AI suggestions for goal setting and objective setting can be a great way to quickly get employees thinking about what they can focus on to handle their issues.

Keep in mind, these are suggestions, not mandates. AI can be a great starting point for assisting in goal setting, but it is the human receiving the AI suggestions that needs to approve those goals and subsequently act on achieving them.

by Kendall Barndollar

Fri 9 February 2024

In 1998 Daimler Motor Company Group (now Mercedes-Benz) attempted a merger with Chrysler Corporation. On paper, Daimler-Chrysler was a perfect combination. Daimler and Chrysler brought price points for different target audiences and their respective leaders had high hopes for a successful merger of the companies. Internally, Daimler had a vertical structure with enforced hierarchical roles while Chrysler used a horizontal structure with less formalities. The two entities split shortly after because they could not find a mutually beneficial culture or compromise the two hierarchical structure approaches.

Finding the perfect team culture is challenging as is. Combining with another entity only creates additional battles for managers to face. Finding ways to maintain team or group culture through organizational changes puts a further burden on executive leadership and team managers within companies.

In learning to deal with this new, unique workplace challenge, here are ten tips for managers in leading their teams through organizational changes:

Understand the Stages of Team Development

Using the four normative stages of team development, leaders should allow teams to autonomously develop and grow into a culture that fosters specific team values. Allowing teams the time to go through the stages of forming, morning, storming, and performing to find the best-fit roles can be a daunting challenge for hands-on leaders going through organizational changes. However, by enabling new teams to flow through these changes, they will develop a productive team environment that allows a team to be efficient and effective.

2. Practice Effective Communication

Effectively communicating in times of change enables leaders to collect feedback and grow from two-way communication with their direct reports. Leaders practicing active listening will be able to voice employee concerns throughout the process of organizational change. On the flip side, leaders effectively communicating with their direct reports will provide clarity and reduce resistance to changes within a company.

3. Use Inclusive Decision Making

In management decisions, allowing direct reports to voice concerns and opinions whenever possible will improve adaptability and allow for creative solutions that will satisfy all levels within an organizational hierarchy. Ensuring that team members feel heard and valued will foster a team culture that is beneficial to employees and executive management. Inclusive decision-making empowers company leadership to adapt from direct reports' experiences when undergoing an organizational change in addition to whole team efforts to creative problem solving that will be most beneficial to sustaining the organization's culture.

4. Develop Employee Support Programs

If managers find that certain employees struggle with organizational changes, they should consider developing an employee support program. This may be as simple as having a point person for employees to direct questions to or creating a guide of all expected changes and how the firm will adapt. Unexpected changes create anxiety for team members that some may struggle to overcome. In dealing with anxiety in crucial conversations and organizational changes, managers need to practice caution and

5. Prioritize Psychological Safety

In addition to developing employee support resources, a necessary concern for management should be the psychological safety of all professionals in the organization. Psychological safety can be a largely impactful aspect of an individual's ability to adjust to organizational changes and to maintain the most beneficial culture for the company. To maintain an environment of psychological safety, managers should focus on clear communication and allowing individuals a safe environment to grow and learn with the company.

6. Foster Cohesion

In going through a merger, acquisition, or general organizational changes, establishing an environment that fosters cohesion and camaraderie can make a drastic difference. Facing changes as a united front will communicate support and community to all direct reports, especially those struggling with finding their place in organizational changes. A cohesive group also creates a safe environment for direct reports to voice concerns, opinions, or opportunities for growth.

7. Set SMART Goals

A smart goal is specific, measurable, attainable, realistic, and timely. Managers setting team-wide SMART goals will provide realistic and effective areas for professionals to concentrate on when undergoing hectic changes that frequently disorient teams' progress. Setting SMART goals with continuous feedback is essential for the stable growth of an organization undergoing foundational changes.

8. Celebrate Success

Celebrating successes through an organizational change brings a variety of benefits to the team working to maintain their group culture. Specifically, celebrating success at all levels will boost team morale and work to reinforce the best practices before and throughout big changes. The ability to reinforce best practices will highlight values, behaviors, and achievements that are best for the organization. In addition to moral support, acknowledgments of individuals' hard work and dedication throughout the process.

9. Collect & Utilize Continuous Feedback

The collection and use of continuous feedback is crucial to sustaining an organization's culture through large changes, mergers, or acquisitions. In collecting this feedback, consider using a platform such as AIM Insights that will aid in setting SMART goals, finding measures of feedback, and collecting the feedback year-round to provide opportunities for continuous growth across all hierarchical levels in an organization.

10. Seek Guidance

If a manager feels that they need additional support for guiding a team through a foundational organizational change they should consider finding additional support and guidance. First, leaders should consider joining a horizontal mentorship group that will create an environment for executives and managers to speak to other professionals at their level for collective feedback and learning. Additionally, if managers feel that they need additional guidance in aiding their team, they should reach out to their company's human resources department. The HR professionals will likely have developed guides or tools that will help teams practice flexibility and adapt to continuous changes within a firm.

Addressing organizational changes is a unique challenge with unique experiences for every team. Although a daunting challenge, managers have the tools necessary to sustain organizational culture throughout times of change. It is crucial to collect and use feedback from direct reports as the most impactful tool for determining a team's next steps, growth areas, and opportunities for learning or development. In supporting teams through organizational changes, leaders can boost employee engagement, hopefully improving job satisfaction and commitment.

by Kendall Barndollar

Thu 22 February 2024

The onus is on leaders to establish trust within a team and foster the best-fit culture. But, building a company culture with a foundation of trust requires commitment and constant communication from leadership. When expectations are met, trust is built. Although seemingly simple, many leaders may struggle with clear communication expectations and setting realistic goals for their direct reports, thus diminishing the trust being built and detrimenting the growth of their team. To set realistic goals, leaders must focus on honesty in expectations and, work to limit unrealistic optimism about the outcome of projects or goals. While setting high goals can be a great motivator, unrealistic expectations discourage direct reports from working towards high standards.

Finding the balance of achievable expectations is extraordinarily challenging for leaders. In working towards direct reports meeting expectations, here are 10 tips for leaders and executives to improve their team culture and build trust:

Lead By Example

Managers and team leaders' indirect actions are key communicators to their direct reports. Managers' commitment to meeting expectations and holding up their end of responsibilities creates a culture that values accountability and builds trust based on past experiences. Leaders set the tone for the whole team, if leaders put trust in their direct reports, their team may autonomously flourish and grow. Leaders' practice of trust will create a ripple effect throughout the entire organization allowing for tremendous growth and innovation in teams.

2. Set Goals

The best way to encourage direct reports to meet expectations is to set clear, SMART goals. SMART goals are Specific, Measurable, Achievable, Relevant, and Timely. When setting these goals, teams, and leaders must collaborate and follow each letter of the acronym for maximized motivation and ability to meet the expectations. In setting goals, consider the use of software such as AIM Insights that will provide continuous feedback for growth. The best tool for establishing these goals is a collaboration between executives and their direct reports to find a realistically attainable goal without jeopardizing the work-life balance of any team member.

3. Encourage Open Communication

Open communication is essential for the development of trust. Leaders must be deliberate in effectively communicating with their teams promptly. With open communication, direct reports are better equipt to meet and exceed goals. Managers should consider sharing decision-making practices and promote open discussions that will encourage a community feeling. Trust in a team where individuals know that the managers value their contributions and work in the best interest of the team will see tremendous growth.

4. Set Accountability Standards

Accountability is a key aspect of establishing trust within a work culture. Over time, direct reports meeting expectations build trust in company culture. Holding individuals accountable for mistakes and errors along the way, without scrutinizing them will work to build a company culture foundation of trust. Open discussion of errors or shortcomings will allow individuals to learn from their mistakes, build trust, and, allow executives to learn how to better their team. Trust cannot only be built on exceeding and meeting expectations but in honesty through shortcomings and errors along the way as well.

5. Practice Consistency

An important factor in establishing trust is consistency and predictability. With executives in decision-making processes, leaders must practice a process of consistency to build trust with direct reports. Inconsistencies in leadership build a culture of uncertainty and fear within direct reports. With a lack of reliability, direct reports will not be meeting their fullest potential and may be negatively impacted by fear or uncertainty within their team.

6. Emphasize Team Building

Team building, in and out of the office is imperative to build a culture with trust. Team building enables individuals to see their co-workers as friends, and builds a community with camaraderie and morale that will encourage collaboration and success. Getting to know peers allows individuals to build connections and trust with their teammates. These connections will not only improve trust but, will improve accountability and collaboration amongst direct reports.

7. Establish Recognition Norms

Regularly recognizing individuals who have met or exceeded their goals builds a system of appreciation and will further encourage success within a team. With a regular practice of acknowledging individuals, management can express the value of hard work and determination. Sharing team members' success will greatly improve trust and morale within a team's culture. Additionally, recognition can serve as a great motivator for direct reports to meet their goals and expectations of managers. When a company creates a culture that communicates how valued each employee is, turnover will decrease and a team community will be built.

8. Promote Psychological Safety

As always, managers must consider the psychological safety of their team environment in working to establish a productive culture. Psychological safety builds an environment centered around valuing individuals and building trust. Any individual on a team may detriment to the psychological safety that is built, from managers to direct reports. In this instance, managers should focus on building an environment that values individuals and their contributions which will build mutual trust for both management and direct reports.

9. Limit Jargon

A crucial factor in building trust in a team environment is to be clear and honest in all communications, including limiting jargon and phrases that are intentionally indirect. To establish expectations and build trust, leaders must be transparent with their direct reports. The same holds for recruiting practices. In recruiting, leaders should be clear in their communication of the expectations and culture of the team, avoiding phrases such as “work hard, play hard” that create a confusing expectation of the work environment.

10. Empower Team Members

Members in teams with trust should feel empowered to succeed and excel with the support of their peers. Managers working to build trust should focus on empowering direct reports to meet expectations independently. Direct reports sense of belonging and support from teammates will enable individuals to meet and exceed expectations with the help of their peers. Building a culture that values inclusion will create a safe space for members to productively fail and find great success.

In establishing a culture of trust, leaders need to recognize that the results may not be noticeable overnight. Building trust takes time. To build trust, leaders need to provide ample opportunities for direct reports to meet and exceed set expectations while still maintaining a productive team culture. In creating attainable expectations, trust within a team will unlock growth and collaboration, leading to great success.

by Grace Tripathy

Fri 4 October 2024

Emma, a seasoned manager at a mid-sized technology company, had always believed in the power of innovation. Her company was known for its cutting-edge solutions, and leadership consistently emphasized the importance of staying ahead of the curve. However, as the company grew, Emma noticed a disconnect between the innovative goals the company was setting and the day-to-day efforts of her team. Despite their technical skill and dedication, her team seemed to be losing focus on the big picture—where the company was heading and how they fit into that vision.

As the company rolled out a new initiative to demonstrate innovation to clients, Emma knew she needed to rethink how to align her team’s goals with the company's larger vision. It wasn’t just about setting targets or assigning tasks; it was about ensuring her team felt motivated and understood the value of their work in driving innovation forward. Emma began to consider how incentives could play a role in achieving this cohesion, but she knew it would require careful evaluation and constant tinkering.

Establishing Clear Job Goals

To begin, Emma revisited the job goals for each member of her team. While everyone had clear responsibilities, Emma realized that the team needed more than just a list of tasks—they needed a deeper understanding of how their roles contributed to the company’s goal of demonstrating continuous innovation to its clients. She gathered her team for a meeting, focusing on how their individual efforts fit into the bigger picture.

Key elements Emma focused on:

Ensuring each team member understood the specific outcomes their work was driving toward (e.g., new product development, process improvements).
Aligning short-term goals with long-term innovation targets set by leadership.
Regularly updating job goals to reflect shifts in the company’s priorities.

By breaking down broader company objectives into actionable, measurable steps, Emma’s team began to see how their contributions mattered. However, simply understanding the goals wasn’t enough; Emma also needed to create incentives that reflected these objectives.

Crafting Incentives That Align with Organizational Goals

Emma knew that financial incentives could motivate her team, but she also understood that innovation requires more than just monetary rewards. To keep her team inspired, Emma developed a balanced system of financial and non-financial incentives that aligned with the company’s vision.

She also considered how different members of her team were motivated by different types of rewards. Some employees thrived on the prospect of a bonus, while others valued recognition or the opportunity to grow professionally. To create an environment where innovation was constant, Emma decided that the incentives needed to reflect both individual motivators and the collective drive to push the company forward.

Financial incentives Emma implemented:

Innovation bonuses: Team members were rewarded for submitting and implementing new ideas that improved products or processes, with quarterly bonuses tied to the success of their innovations. This direct financial reward ensured that those who contributed to the company’s progress saw immediate benefits, encouraging a proactive approach to problem-solving.
Profit-sharing linked to innovation milestones: Instead of traditional profit-sharing based on general company performance, Emma adjusted the plan to reflect key innovation achievements, ensuring her team’s financial rewards were directly tied to the company’s larger goals. This not only incentivized innovation but also helped employees feel more connected to the company’s financial success.

Non-financial incentives Emma introduced:

Recognition programs: Emma launched a monthly “Innovator of the Month” award, spotlighting employees who contributed to the company’s innovation efforts. This not only boosted morale but also encouraged healthy competition. Public recognition in company-wide meetings gave employees a sense of pride and ownership over their contributions.
Opportunities for professional growth: Emma partnered with upper management to provide her team with opportunities to attend conferences, enroll in advanced courses, and participate in cross-departmental projects that aligned with the company’s innovative initiatives. Offering educational incentives reinforced the company's commitment to long-term development and creativity.
Time for creative exploration: In addition to formal rewards, Emma allowed her team to dedicate a certain percentage of their work hours to projects outside of their typical responsibilities. This freedom gave employees the space to experiment and explore new ideas without the pressure of immediate results, fostering a culture of curiosity and innovation.

Evaluating and Re-Evaluating Incentives

After a few months, Emma took a step back to evaluate how her incentive structure was working. She noticed that while financial rewards motivated some team members, others were more driven by recognition and professional development opportunities. Innovation had increased, but there were still areas where the team struggled to stay focused.

To address this, Emma made adjustments to the incentive plan. She introduced periodic check-ins to gather feedback from her team on what motivated them the most and what barriers they faced in achieving their innovation-related goals.

Emma discovered three key insights:

Flexibility was crucial. Some team members valued immediate recognition more than long-term rewards, so Emma implemented smaller, more frequent bonuses alongside the larger innovation-based profit-sharing program.
Transparency drove engagement. By sharing detailed updates on how their contributions directly impacted the company’s client relationships and overall growth, Emma’s team felt more connected to the larger vision.
Continuous feedback improved performance. Regular one-on-one meetings allowed Emma to tweak incentives based on individual preferences and changing market conditions, keeping her team motivated and aligned.

Emma’s journey taught her that the key to aligning team goals with organizational vision lay in balancing financial incentives with a broader sense of purpose. By crafting a dynamic incentive system, Emma helped her team see the value of their contributions not just in terms of personal gain but as part of the company’s mission to lead in innovation.

by Kendall Barndollar

Fri 10 January 2025

In the ever-evolving corporate environment, setting clear and actionable objectives is a critical responsibility of every leader. Companies have been navigating a world which has been formed through digital changes and a rapidly changing workforce. To sustain a competitive advantage and align with broader company objectives both employees and leaders must set goals that are ambitious, but also measurable and relevant. The SMART goal framework is an effective tool for creating specific measurable, achievable, relevant, and time-bound goals. Finding innovative paths to utilize this framework will enable teams to push boundaries and reach higher achievements.

For many individuals, the new year brings times of change and new beginnings. Commonly, this era of change can be overwhelming for the mental health of many individuals. A plethora of people start the year with a new mindset and goals in mind yet fail to achieve them. Tendencies of setting unrealistic or unattainable goals are common practices that must be broken. Setting realistic goals help divide achievements into smaller, more attainable targets. For the more crucial aspect of goal-making is creating timeout goals on a realistic deadline that enables a positive mindset towards reaching relevant objectives.

The SMART framework emphasizes setting Specific, Measurable, Achievable, Relevant, and Time-bound goals. By ensuring each goal meets the above criteria, individuals can create a clear timeline and roadmap to effectively track their progress. Moreover, this approach helps build momentum and confidence in addition to holding individuals and teams accountable. For professionals to best utilize the SMART goal framework, it is crucial to understand each individual aspect and how these tools can be utilized in the workplace:

Specific

SMART goals are meant to be specific in that they are not too vague and clearly identify a target. This could include a goal with a few targets, falling within it or one main specific target, but it should clearly outline the objectives that the individual is aiming to achieve. In circumstances where managers are creating these goals along with their employees or for their employees, leaders must be clear in their expectations and the deliverables expected from each specific target.

Measurable

Goals should be measurable, meaning that there are defined points, benchmarks, metrics, or evaluations that will objectively demonstrate the progress made or potential completion of the goal. While it is helpful to use qualitative measures such as percentage growth or a certain dollar amount of sales, goals can be measurable in a variety of ways. For example, a leader could be working to improve their team culture and use the team communication habits or norms as a measure of their success. The most crucial part of making a goal measurable is having a defined point from the beginning that will clearly demonstrate the progression of completing the objectives. In the professional environment, a useful tool that will enable individuals to measure their success is a tool such as AIM Insights. AIM Insights is a platform that enables both managers and their direct reports to track goals, achievements, and progress.

Achievable

SMART goals should also be realistically achievable. Frequently, individuals become discouraged or overwhelmed when tasked with overly optimistic, unattainable goals. When goals are broken down into smaller targets or objectives, individuals feel empowered to tackle small portions at a time, eventually completing the large goal. Thus, it is important to frame goals in achievable ways that are realistic for parties to complete. In the professional setting, team members can work to make goals achievable by reviewing past metrics and data as a benchmark and utilizing the information as a predictor for future capabilities and performance. Finding innovative ways to benchmark and track performance will give a more realistic understanding of a team or individual’s capacity, encouraging realistic and reachable goals.

Relevant

SMART goals should be relevant to the individual or team tasked with them. Most notably, the goal should be related to a broader idea project, or initiative that people may be working on. Furthermore, goals can be effective in aligning with personal, team or organizational objectives. When a goal is relevant in the workplace, it directly aligns to a professional’s role and responsibilities in the organization. Through enabling their direct reports to find this alignment, managers, and leaders set a great example for including relevant goals in the workplace. Additionally, leaders should ensure that goals are pertinent to the teams, challenges opportunities, and experience experiences to make them feel motivated and connected to the overall goal for the team or organization.

Time-Bound

A crucial aspect of setting SMART goals is ensuring that they are time-bound. Time-bound goals have a clear deadline or timeframe by which they must be achieved, which creates accountability and motivation for teams and individuals. When goals are set without a specific timeframe, many tend to procrastinate and usually make progress toward goals much slower. In the workplace, team leaders should be cognizant of direct reports' mental health and team-wide culture that can be impacted by setting goals within an unrealistic time frame. In many circumstances, inadequate time to complete the goal will result in poor performance, and high team, stress, and can severely detriment team culture.

Many see the start of the new year as an opportunity to reset and focus on self-improvement. In 2025, the smart goal framework remains an essential tool for navigating the complexities of the current workplace. Through intense eras of change, growth, and learning, SMART goals, are a great tool to utilize for tracking progress and creating some accountability. In the dynamic workplace, it is most important for professionals to set specific measurable, achievable, relevant, and time-bound goals to ensure clarity, focus, and improved communication. By incorporating the smart goal framework, many organizations may reap the benefits of improved productivity, communication, and team culture.

by Grace Tripathy

Fri 7 February 2025

The Problem of Being “Too Valuable to Promote”

Emily was a top performer. As an operations specialist at a fast-growing tech firm, she had spent three years mastering her role, streamlining processes, and consistently exceeding performance metrics. But despite her clear qualifications and aspirations for growth, her manager, Dan, continued to stall her promotion. It wasn’t that Dan didn’t recognize her talent; he depended on it. The thought of replacing Emily, training someone new, and potentially losing productivity made him hesitant to let her advance.

This situation is more common than employees might think. A manager may not consciously sabotage an employee’s growth, but their reluctance to let go of a high-performing team member can create an invisible career ceiling. The challenge for employees like Emily is navigating this bottleneck strategically, ensuring they don’t remain stuck in a role that’s too convenient for management to change.

The Manager’s Perspective

From Dan’s point of view, Emily was a linchpin in the team’s success. She handled high-priority tasks with precision, trained new hires, and solved problems before they escalated. Promoting her meant finding someone equally competent, training them, and accepting a potential period of reduced efficiency—all of which felt like unnecessary risks.

However, this mindset can be detrimental to both the employee and the organization. Companies that fail to promote from within risk losing top talent, damaging morale, and sending a message that growth opportunities are limited. For Dan, he needs to be sure about how to evaluate whether someone is ready for a promotion as well. Emily knew she had to approach the situation with both patience and a strategic plan.

How to Talk to Your Manager About a Promotion When They Resist Change

Emily understood that directly confronting Dan about his reluctance would not be effective. Instead, she needed to frame the conversation in a way that addressed his concerns while advocating for her own growth. Here’s how employees in a similar situation can navigate this discussion:

1. Acknowledge the Manager’s Concerns

Rather than jumping straight into why she deserved a promotion, Emily started by recognizing Dan’s perspective. She acknowledged that she understood how valuable she was to the team and expressed appreciation for the opportunities she had been given.

2. Frame the Promotion as an Organizational Benefit

Instead of making it about personal growth alone, Emily highlighted how her promotion would ultimately benefit the company. She emphasized that stepping into a leadership role would allow her to:

Train and mentor others, ensuring long-term team stability
Take on more strategic responsibilities that could enhance department efficiency
Help develop a structured transition plan to minimize disruption

3. Offer a Transition Plan

To alleviate Dan’s fears about losing her expertise, Emily presented a plan outlining how she could gradually transition her responsibilities to a successor. This included training a replacement, documenting key workflows, and ensuring continuity in her absence.

4. Set Clear Career Goals and Expectations

Emily then asked Dan directly: “What steps do you see as necessary for me to move into a leadership role?” By shifting the conversation toward actionable SMART goals, she encouraged Dan to define what he needed to see from her before approving a promotion.

5. Get a Commitment and Timeline

To prevent the conversation from becoming an indefinite discussion, Emily worked with Dan to set a timeline for reevaluating her promotion. They established measurable benchmarks and agreed to revisit the conversation within three months to track progress.

Instead of assuming her manager’s intent, Emily scheduled a one-on-one strategy session with Dan. This wasn’t just a casual career check-in—it was a structured conversation with a clear agenda:

Align on expectations: What does Dan believe needs to happen for Emily to be promoted?
Identify gaps: Are there specific skills, leadership qualities, or accomplishments Dan wants to see?
Establish a timeline: What is a realistic timeframe for promotion, and what benchmarks must be met?

One of Dan’s biggest concerns was replacing Emily. To ease this, she proactively began training a junior colleague, documenting workflows, and suggesting a transition plan. By demonstrating that her team wouldn’t suffer in her absence, she removed one of Dan’s key barriers to promoting her.

Emily also recognized that promotions often require advocacy from more than just a direct manager. She began increasing her visibility within the company by:

Volunteering for cross-departmental projects
Seeking mentorship from senior leaders
Presenting her work and contributions in leadership meetings

This approach ensured that multiple decision-makers recognized her readiness for advancement.

6. Framing the Promotion as a Win-Win

Rather than positioning the conversation as a personal request, Emily framed her promotion as a strategic move for the company. She highlighted how moving into a leadership role would allow her to drive greater impact, mentor others, and enhance team efficiency.

This reframing helped Dan see the long-term benefits rather than focusing on the short-term inconvenience.

7. Setting a Deadline for Action

To avoid endless delays, Emily and Dan agreed on a clear timeline for revisiting the promotion decision. They set a three-month period to track progress against defined objectives. This ensured accountability and kept the conversation from becoming an indefinite cycle of “maybe later.”

Employees like Emily must recognize their manager’s concerns while advocating for their own growth. By aligning on expectations, developing a transition plan, and framing the promotion as a win-win, they can shift the conversation from reluctance to action. Ultimately, career advancement isn’t just about proving capability; it’s about making it easy for decision-makers to say yes.

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