· Discover how you can generate greater employee engagement by challenging team members with goals that create an immediate visible impact and other goals that yield significant long-term impact.
· Realize the importance of teaching your leaders to incorporate both pursuit goals that must be achieved today to stay in business tomorrow, AND maintenance goals that will allow you to continue to be relevant years from now.
· Shift yours and your team members’ focus from daily “busy work”, to key objectives (which may be at a personal, team, or organization-wide level); which will then will dictate strategies and daily tactics.
· Move beyond the “What’s and How’s” and embrace the importance of communicating the “Why’s”…the secret sauce of spreading the vision and engaging every team member.
· Initiate a strategy to make the vision and goals a part of the culture within the team…not just a page in a binder, a plaque on the lobby wall, or a section on the organization's website.
· Establish an accountability mechanism to measure individual contribution and team progress toward key objectives.
· Diagnose your own perception of change, realize how it may be limiting your success, and reconfigure your ability to adapt to it.
· Many of your team members will resist change, but this will teach you to prepare for that, and how to “sell” them on the necessity and benefits of it, making them more likely to move forward.
· Reduce the fear of change many people experience, by creating a culture that embraces progress through evolution rather than waiting so long that change requires a major (and traumatic) event.