Running annual and quarterly meetings – getting exponential2019-12-09T09:42:47+00:00

Running annual and quarterly meetings – getting exponential

You’ve already set your goals for the following year or trimester, and you want to communicate this to your team of managers. Although they might be highly disciplined, and they actively think about finding ways to reach the company’s goals, the managers with whom you work will most likely give you comments like “it cannot be done!,” ” It is impossible!”, The goal is too big”, or any kind of negative comments.

After presenting the objectives and getting over the commentaries, critiques, and mistrust, they move to the next level of people with whom they work, and from there, they will unfortunately pass the objectives with great resistance.

The problem is that starting from you – and what you imagined you want to achieve in the following year – to the people who actually implement and make things happen, there is a great gap of trust.

Where, on the one hand, you are convinced that you have 90% chances to reach the objectives and 10% chances to encounter difficulties and hardships, on the other hand, people who get to put things into practice and take steps towards the established objectives believe up to 90% they cannot reach the objective, and up to 10% that they can do it. Also, although they appreciate the managers who work with the team, somewhere, there is a belief that they cannot reach their objectives.

What can you do in such a situation, when you feel you must always push your team and pump more energy and drive into them, so that they trust the goal you set for yourself, for the company and them?What would it mean if in such a situation people would come and tell you “There’s a way to grow more than you could ever imagine”? And, instead of experiencing a growth of 10% or 20% that you proposed from one year to the other, your people might surprise you with a growth of 30%, 50%, or 100% if you set the right context for this growth.

As a result, this will mean you’ll no longer have to engage in a push or pull activity and motivate them to go towards the goals you have set. In return, they will function as independent teams moving towards the goals they have established themselves, and those goals and objectives will be bigger than you could have imagined. And this will happen all in a context where you bring together your common objectives with the team, and make sure they’re on the right track towards the vision and mission you established.

When you set an objective that you communicate to someone else, there’s actually a very slim chance they’ll reach that goal, all because you have not coopted them in the creation of that objective. Most of the time, people who have the most significant impact in reaching a target, namely those who occupy lower positions within a business, who do the actual work to materialize the goal, are not really involved when that goal gets defined.

Benefits

  • the teams will set even higher goals than the one you could have given them

  • the teams commit themselves to reach the objectives and map out a monitoring system for this

  • as an entrepreneur, can focus on the company’s vision and strategy. If you are a manager, you can focus on managing resources and direct the team in the right direction while using the right tools to motivate them

  • people will feel responsible for the objectives they have set and will strive to achieve them

  • teams will set up systems to keep themselves in check and aim to succeed in reaching any objectives

  • you will no longer have to invest time and energy in motivating, pushing and pulling people towards any goals

  • the only way to make the company grow exponentially is by involving those who do the actual work in the setting up the goals

Benefits

  • the teams will set even higher goals than the one you could have given them

  • the teams commit themselves to reach the objectives and map out a monitoring system for this

  • as an entrepreneur, can focus on the company’s vision and strategy. If you are a manager, you can focus on managing resources and direct the team in the right direction while using the right tools to motivate them

  • people will feel responsible for the objectives they have set and will strive to achieve them

  • teams will set up systems to keep themselves in check and aim to succeed in reaching any objectives

  • you will no longer have to invest time and energy in motivating, pushing and pulling people towards any goals

  • the only way to make the company grow exponentially is by involving those who do the actual work in the setting up the goals

Structure of the programme

  • We’ll work together during 1 annual meeting and 3 trimestrial meetings where we’ll evaluate what showed up for you the year/trimester before

  • Teams will work individually to set their objectives

  • Teams will develop a strategy for setting the objectives

  • Together with their managers, teams will check their objectives and ways to reach them

  • Managers will be coached in such a way so they can offer better support for their teams when reaching their common goals

  • At the end of the annual/trimestrial meeting, each team will leave the meeting with a work plan