There is no better way to welcome a new year than planning how to make the most of it. Our new year’s resolution can focus on your own growth or professional advancement, or maybe we do not have to choose at all.
When we talk about “goals,” the organisational pursuit of progress is what normally bubbles up in our mind. But you might want to reconsider pouring all efforts and attention into one place. Ignoring individual needs and different notions of success for others might demoralise even our most dedicated colleagues. For example…
- When personal and larger goals do not align, people will start losing their connection to their work and their colleagues. Disillusion and disengagement can ensue if this situation prolongs. A sense of ownership over their projects will not be developed unless the voices of your colleagues are properly heard.
- When people cannot see how they could fit in the organisational goal, they will not recognize their part in future projects, their ability to grow, the value of being where they are right now, or their potential to contribute to the shared cause.
- When organisational goals do not reflect personal goals, people will not be motivated to work and to continuously expand their learning curve.
To avoid the preventable problems, we need to be in a win-win scenario — establish a finish line for our organisations while helping our colleagues gain their private victories along the way.
- The personal and organisational can meet halfway.
When you are discussing organisational goals with your colleagues, do not forget to ask others how they can relate to the collective mission. For example, if the goal of your organisation is to finalise policy recommendations, how can this project contribute to one’s personal growth? Are we in the position to support our colleagues in achieving their goals, and how can we help them? If not, in which area of work can our colleagues thrive best?
- Constant check-in with your colleagues.
An environment where people are attuned to each other is the key to success. If this is within your capacity, you can ask your colleagues for their thoughts on their assignments. Do they still feel needed in the project? Do they think what they are doing still matters to the public and to themselves?
- M&E (Monitoring & Evaluation), but for yourself.
Our personal projects, too, need a progress tracker and baseline assessment. You and your colleagues deserve to know how far you have come, and what you can do to propel yourself towards the next big thing. Also, it is crucial to constantly revisit the definition of success you have for yourself. A new year means new projects, new environment, new people, or new organisational structure. All of these external factors can shape not only your sense of achievement but also the perception of your own self. You might need a new one to keep up with coming challenges.
- Strategize your next move.
The can-do attitude is fundamental to finishing your work, but it also needs a company: a blueprint for concrete actions. Just like organisational projects, do not forget to set a timeline for your personal projects, and plan your short-term and long-term goals. This will provide you with a direction that leads to wherever you want to be.
Sources:
Quantum Workplace
Strengthscape
The Strategy Institute
WalkMe