Achieving Goals: A Process Approach
Achieving Goals: A Process Approach
• Only half of your managers are using the new system after spending over one million dollars on its implementation.
• The incidence of customer complaints continues to rise even after the latest product redesign.
• Members of your department continually change focus so nothing gets finished.
If so, then you may need to revisit how you set goals and plan for their accomplishment. From my years of working in a number of organizations and on a variety of projects, I have condensed the lessons I have learned into a simple five step process. I call this process the Five Cs approach. This approach does not use any rocket science, just the basics needed for getting things done in your organization. By using the Five Cs process steps you will improve the chances of achieving your and your organization’s objectives.
The Five Cs approach can be used for activities as basic as organizing your team’s leave calendar to the more complex planning and rollout of your organization’s annual fundraiser. The approach consists of these five basic steps:
Create >> Commit >> Communicate >> Carry Out >> Check >>
The steps in the process are essentially sequential, meaning that you will need mostly to complete an earlier step before proceeding to the next. Shortcutting steps in the process will only increase the amount of rework that you will need to do later on. As the well-known saying goes, “The longest distance between two points is the shortcut”.
The arrows after the final step emphasize that the process is also cyclic. This allows for continual review of your plan. There will be factors outside of your and your team’s control or that could not reasonably have been foreseen. The Five Cs approach gives you the flexibility you need to make the necessary adjustments. I have summarized here the most important activities in each phase.
Create
The first step is to create a plan. Write down your or your organization’s goals and in a way that achievement can be measured objectively. A popular method of writing goals that I recommend is to make them SMART goals: Specific, Measurable, Achievable, Relevant and Time framed. Also work out what resources you need in terms of money, equipment and labor. Then draw up a schedule showing who will do what by when.
As you create the plan, it is vital that you involve all of your key stakeholders. Stakeholders are people who have an interest in the implementation and outcome of your project plan. Getting the buy in of the major stakeholders will be critical to your plan’s success. A disenfranchised stakeholder may sabotage your plan when you are well into carrying it out.
Commit
As you are working with your stakeholders in the Create phase, identify who needs to approve your plan. You may need formal approval and sign-off before your organization commits the required resources. Whether you need to go through a formal approval process or not, the objective of this phase is to win the hearts and minds of all of the key stakeholders. Your stakeholders may include project sponsors, employees, customers and suppliers.
To get this genuine commitment, meet face-to-face with stakeholders to explain the plan and the purpose behind it. Use methods that allow free two-way communication to facilitate genuine understanding, trust and a real agreement on objectives.
Communicate
Send your plan out to other stakeholders, including everyone who is expected to play a part in implementing the plan. Use a variety of media, including email, notice boards, company intranet and newsgroups. Make sure that you include methods that give plenty of opportunity for people to ask questions and for you to get immediate feedback. These include face-to-face meetings, tele- and web-conferences.
If some of the people expected to play a part in your plan are located in another part of your organization, then get those people’s managers to brief their people. This reinforces the message that the plan is considered important by the organization and not just you. This tactic also helps to raise the commitment level of all managers involved in the implementation. The objective here is to have everyone involved reading from the same page.
Carry Out
If you conducted the previous three steps conscientiously, this implementation phase will be off to a good start. If you rushed through one or more of the previous phases, trouble will show up sooner or later. You will find yourself missing deadlines, overspending your budget or delivering poor service or product quality.
As you carry out your plan, record what was done and what is yet to be done, resources used and the products or services delivered. Doing this now will ensure an easier time in the next phase. Record also any issues affecting the implementation of the plan as they arise.
Check
This step involves comparing your actual progress against your plan at regular intervals. Hence the importance of you recording activities, expenditure and products and services delivered during implementation. The idea is that checking as you go will help you expose problems and potential problems as they arise. Identifying them and resolving them early will save you much time, energy and disappointment down the track.
You can make your progress checks with your team and your key stakeholders at major points along the way, such as at the conclusion of each large piece of work. Or you can check in at regular intervals, such as weekly or monthly. This is also a good time to identify and resolve issues that have not as yet come to the surface. Keep in mind that problems ignored never go away.
You can handle stumbling blocks in either of two ways. One option is to create a corrective action plan to get the project back on track. You may need to call in extra resources, reassign tasks, and so on. Alternatively, if minor tweaking will not be enough to salvage your current plan, you will need to revise and agree a new plan.
Whichever way you tackle issues that surface, the Five Cs cycle begins again. Your corrective action plan will become a new mini-project that you will create, gain commitment on, communicate, carry out and check on progress. Where you have revised the existing plan, you will progress through the next iteration of the Five Cs of the project cycle.
Right at the end of your project, conduct a final check. Your objective for this post-implementation review is to learn what worked well and what did not work well so that you and your team can use these learnings in your next project. Gather your team and your other key stakeholders together and get each to listen openly and honestly to the others’ feedback. Avoid laying blame. The goal here is to build relationships and to look to the future.
The Five Cs approach is an excellent tool for guiding the review discussion. For each of the five steps, ask your team and stakeholders how efficiently and effectively each was performed. Get them to look at the hard measures, such as resources used and time to complete, as well as the soft measures, such as degree of co-operation and clarity of roles and responsibilities. Have one of your team record the results. If your project was a success, don’t forget to reward yourself and your team for a job well done. Next time you start to embark on a new project, don’t forget the Five Cs approach to achieving your goals.
© Leslie Allan. All rights reserved.
Achieving Goals A Process Approach - To learn more about this author, visit Leslie Allan's Website.
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We all want that sense of achievement that comes with reaching our goals. Whether we are working for ourselves or working within a larger organization, we get a deep sense of satisfaction when we accomplish what we set out to do. Some people seem to achieve their objectives without much effort. Others never quite seem to get there. Have you experienced frustrations such as these?
• Only half of your managers are using the new system after spending over one million dollars on its implementation.
• The incidence of customer complaints continues to rise even after the latest product redesign.
• Members of your department continually change focus so nothing gets finished.
If so, then you may need to revisit how you set goals and plan for their accomplishment. From my years of working in a number of organizations and on a variety of projects, I have condensed the lessons I have learned into a simple five step process. I call this process the Five Cs approach. This approach does not use any rocket science, just the basics needed for getting things done in your organization. By using the Five Cs process steps you will improve the chances of achieving your and your organization’s objectives.
The Five Cs approach can be used for activities as basic as organizing your team’s leave calendar to the more complex planning and rollout of your organization’s annual fundraiser. The approach consists of these five basic steps:
Create >> Commit >> Communicate >> Carry Out >> Check >>
The steps in the process are essentially sequential, meaning that you will need mostly to complete an earlier step before proceeding to the next. Shortcutting steps in the process will only increase the amount of rework that you will need to do later on. As the well-known saying goes, “The longest distance between two points is the shortcut”.
The arrows after the final step emphasize that the process is also cyclic. This allows for continual review of your plan. There will be factors outside of your and your team’s control or that could not reasonably have been foreseen. The Five Cs approach gives you the flexibility you need to make the necessary adjustments. I have summarized here the most important activities in each phase.
Create
The first step is to create a plan. Write down your or your organization’s goals and in a way that achievement can be measured objectively. A popular method of writing goals that I recommend is to make them SMART goals: Specific, Measurable, Achievable, Relevant and Time framed. Also work out what resources you need in terms of money, equipment and labor. Then draw up a schedule showing who will do what by when.
As you create the plan, it is vital that you involve all of your key stakeholders. Stakeholders are people who have an interest in the implementation and outcome of your project plan. Getting the buy in of the major stakeholders will be critical to your plan’s success. A disenfranchised stakeholder may sabotage your plan when you are well into carrying it out.
Commit
As you are working with your stakeholders in the Create phase, identify who needs to approve your plan. You may need formal approval and sign-off before your organization commits the required resources. Whether you need to go through a formal approval process or not, the objective of this phase is to win the hearts and minds of all of the key stakeholders. Your stakeholders may include project sponsors, employees, customers and suppliers.
To get this genuine commitment, meet face-to-face with stakeholders to explain the plan and the purpose behind it. Use methods that allow free two-way communication to facilitate genuine understanding, trust and a real agreement on objectives.
Communicate
Send your plan out to other stakeholders, including everyone who is expected to play a part in implementing the plan. Use a variety of media, including email, notice boards, company intranet and newsgroups. Make sure that you include methods that give plenty of opportunity for people to ask questions and for you to get immediate feedback. These include face-to-face meetings, tele- and web-conferences.
If some of the people expected to play a part in your plan are located in another part of your organization, then get those people’s managers to brief their people. This reinforces the message that the plan is considered important by the organization and not just you. This tactic also helps to raise the commitment level of all managers involved in the implementation. The objective here is to have everyone involved reading from the same page.
Carry Out
If you conducted the previous three steps conscientiously, this implementation phase will be off to a good start. If you rushed through one or more of the previous phases, trouble will show up sooner or later. You will find yourself missing deadlines, overspending your budget or delivering poor service or product quality.
As you carry out your plan, record what was done and what is yet to be done, resources used and the products or services delivered. Doing this now will ensure an easier time in the next phase. Record also any issues affecting the implementation of the plan as they arise.
Check
This step involves comparing your actual progress against your plan at regular intervals. Hence the importance of you recording activities, expenditure and products and services delivered during implementation. The idea is that checking as you go will help you expose problems and potential problems as they arise. Identifying them and resolving them early will save you much time, energy and disappointment down the track.
You can make your progress checks with your team and your key stakeholders at major points along the way, such as at the conclusion of each large piece of work. Or you can check in at regular intervals, such as weekly or monthly. This is also a good time to identify and resolve issues that have not as yet come to the surface. Keep in mind that problems ignored never go away.
You can handle stumbling blocks in either of two ways. One option is to create a corrective action plan to get the project back on track. You may need to call in extra resources, reassign tasks, and so on. Alternatively, if minor tweaking will not be enough to salvage your current plan, you will need to revise and agree a new plan.
Whichever way you tackle issues that surface, the Five Cs cycle begins again. Your corrective action plan will become a new mini-project that you will create, gain commitment on, communicate, carry out and check on progress. Where you have revised the existing plan, you will progress through the next iteration of the Five Cs of the project cycle.
Right at the end of your project, conduct a final check. Your objective for this post-implementation review is to learn what worked well and what did not work well so that you and your team can use these learnings in your next project. Gather your team and your other key stakeholders together and get each to listen openly and honestly to the others’ feedback. Avoid laying blame. The goal here is to build relationships and to look to the future.
The Five Cs approach is an excellent tool for guiding the review discussion. For each of the five steps, ask your team and stakeholders how efficiently and effectively each was performed. Get them to look at the hard measures, such as resources used and time to complete, as well as the soft measures, such as degree of co-operation and clarity of roles and responsibilities. Have one of your team record the results. If your project was a success, don’t forget to reward yourself and your team for a job well done. Next time you start to embark on a new project, don’t forget the Five Cs approach to achieving your goals.
© Leslie Allan. All rights reserved.
Achieving Goals A Process Approach - To learn more about this author, visit Leslie Allan's Website.
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Kim CastleWith nearly two decades in the advertising and design business, with clients like Domino's Pizza, General Motors, Direct TV, Pedigree, Wolfgang Puck, Higher Octave Music, Hollywood Celebrity Products, Disney, and Paramount, as well as thousands of entrepreneurs around the world define, structure, communicate, and position their business for greater profits, BrandU(R) co-creators Kim Castle and W. Vito Montone discovered that entrepreneurs could experience the same power that big brands command for a fraction of the cost with the world's only process-based results-drive Integral approach to business creation. BrandU(R) is helping entrepreneurs grow with the power of extreme clarity from idea...to brand...to market(TM) and helping one million entrepreneurs become successful and whole so that they can make a difference in the world. Are you one of them? If you want to experience clarity all the way to the bank(TM), get started now at http://www.brandu.com. - Visit Kim Castle's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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Dave KurlanDave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website |
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