As the new year unfolds, our clients across various industries find themselves in a familiar place: performance planning season. It’s that pivotal time when we reflect on past achievements, set new goals, and chart the course for personal and professional growth. Whether you’re a seasoned veteran or an early career professional, approaching this process with intentionality can pave the way for success in the months ahead.
Revisiting the 1% Better Mindset
In this blog, our goal is to offer reminders and best practices for effective performance planning inspired by the philosophy of striving for 1% improvement daily, as shared in our January post. The concept of 1% better emphasizes the power of consistent, incremental progress – and how small steps can lead to sustainable, scalable growth.
At its core, there are two simple but important components to performance planning: defining “the what” (specific objectives) and “the how” (required competencies and behaviors).
Setting Clear Objectives: The What
Imagine going on vacation without a destination in mind. Performance planning without clear objectives can leave us feeling just as lost. Specific, measurable, achievable, relevant, and time-bound (SMART) objectives help us simplify planning and serve as our map, providing direction and focus. Whether it’s increasing sales figures, enhancing customer satisfaction, or improving project completion rates, defining “the what” sets the stage for a successful journey and creates opportunities for celebrating progress along the way.
Building Necessary Skills: The How
Once we know what we want to achieve, the next step is to identify the skills and behaviors needed to get there. Just as a carpenter carefully selects the right tools for a project, we must be thoughtful about choosing the key behaviors that directly align with our “what.” In our coaching sessions with clients, some of the most common behaviors they choose to support their “what” includes communicating effectively, managing complexity, developing talent, and cultivating a strategic mindset. The work begins when we take these behaviors and break them into simple steps to practice, allowing for gradual improvement and mastery.
Harnessing Accountability and Grit
As we navigate the performance planning process, we don’t have to do it alone! Having an accountability partner can significantly enhance our progress and keep us focused on our goals. In Patrick Lencioni’s book “The Advantage,” he explains that fostering a culture of accountability among peers is crucial for individual and organizational success. Whether it’s a supervisor, mentor, or coach, sharing our objectives with someone who can provide support and constructive feedback can make a difference. Accountability partners not only hold us to our commitments but also provide valuable insights and perspectives as we navigate challenges and celebrate successes.
Additionally, in her groundbreaking research on grit, psychologist Angela Duckworth emphasizes the importance of perseverance and passion in achieving long-term goals. Grit, she argues, is a key predictor of success, often outweighing talent or intelligence. By cultivating grit alongside our performance planning efforts, we develop the resilience and determination needed to overcome obstacles and stay focused on our objectives, even in the face of adversity.
Effective performance planning should be a process — one with clear objectives, essential skill development, and ongoing support. At Noble Hill, we specialize in performance coaching and leadership development, customized to your unique needs and centered around the 1% better mindset. Reach out today to learn how we can be your partner in success.
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