Leadership Development

Smashing Your Goals

Smashing Your Goals as a Leader | Dr. Will Ramey

Smashing Your Goals as a Leader | Dr. Will Ramey 800 600 OnTheStacks

Smashing Your Goals

Research Backed Approaches to Leadership and Team Dynamics with Dr. Will Ramey, The Leadership Dr.

Understanding who you want to become and putting a system in place helps you achieve your leadership goals. We share three steps to take so you can make sustainable and continuous growth as a leader to get the outcomes you desire. Let’s get into it!

Jumpstart Your Goals

When is the best time to start…NOW! It’s not a new year, it’s not a major milestone. However, you’ve got goals you want to accomplish. You have something you want to overcome. Focus on that feeling of optimism. It’s always the right time to refresh, restart, or reimage yourself. It’s a fantastic time to jumpstart, set goals, and build or break habits. The time is now! Whether your goals are professional or personal here are three pieces of the puzzle that will help you achieve whatever outcome you set for yourself.

Let’s think of this as an equation:
Who I Want to Be + My Habit System = My Desired Outcome

1. Start with the End in Mind

Identifying a goal or objective you want to achieve is great but don’t forget, it is actually the result or outcome you are looking for. It comes at the end of the equation. Take time to visualize your outcome. Picture yourself at the end, having achieved your goal.

Who is around you? How do you feel? Now walk it back in time – What steps did you take to get there? How long did you take to get there? Visualization is a powerful tool when it comes to future oriented achievement. It allows you to see yourself succeeding.

2. Understand WHO you are becoming

Let’s move to the left side of that equation. It’s not just the result but the journey to get you there. It’s imperative to understand what achieving this goal means to who you are trying to become. Who do you want to become by the end of this journey? What is important for you to feel? What is important to you about achieving this outcome? Who do you need to show up as?

Identifying a clear concise outcome is great, what will keep you moving towards that goal is being highly self-aware of the tie it has to who you are becoming in the process. To dive deep and tap into the true importance of your desired outcome, you can practice a little “self-coaching”.

Try this reflective writing process. Write out and answer these questions:
What is the outcome I’m trying to achieve? What happens if I’m able to achieve this outcome? Who is impacted? How will achieving my goal change who I am?  Who do I want to become along the way?

The goal is the outcome – making it personal and being self-aware of who you want to become by achieving the goal is powerful. It gives your goal more purpose beyond the surface level of accomplishment.

3. The Habit System

The last piece of the equation is putting a system in place for change. The system you put in place will lead you to your desired result. Think about it from the wide world of sports. The outcome is to Win. To win you must score the most points. To score points you must have a process in place… The process can be thought of as your how. Different goals require different systems. Systems will bring about the change you seek, through your habits. Understanding the habit loop will help you put the best system in place for achieving your goal.

Take the outcome you want and break it down into manageable achievable steps. What’s the first step you can take? What resources do you need? How will you be accountable? When will you start? Now we are ready to enter the Habit Loop.

The Loop

According to James Clear, Author of Atomic Habits, the habit loop starts with a 1. cue that triggers a 2. craving, which motivates a 3. response, which provides a 4. reward, which satisfies the craving and, ultimately, becomes associated with the cue. Together, these four steps form a neurological feedback loop that allows you to create automatic habits.

Ultimately – You want to make good habits fun and attractive and you want to break bad habits by making them unattractive and invisible.

Remember to celebrate the small wins along the path. Small wins or setbacks have a multiplying impact over the long term. Build your positive momentum.

Looking forward to seeing you achieve your professional and personal goals!
If you want to go fast, go alone. If you want to go far, go together.

Looking for a personal coach to help you strengthen your self-awareness and navigate leading people? Let’s talk! Connect with me on LinkedIn Dr. William Ramey | LinkedIn

Interested in having me facilitate a leadership or team development workshop for your organization? Reach out or checkout my website: Will Ramey Leadership & Team Dynamic Workshop

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Framework for Difficult Conversations | Dr. Will Ramey

Framework for Difficult Conversations | Dr. Will Ramey 800 600 OnTheStacks

Communication Framework

Research Backed Approaches to Leadership and Team Dynamics with Dr. Will Ramey, The Leadership Doctor

Having communication frameworks for difficult conversations with your team members allows you to be confident, calm, and focused. We give you a model to effectively address behaviors and drive high performance. Let’s get into it!

The Impact of Conversations

As a team leader take a moment to think about how many people you interact with every day…

Your list is probably very diverse with internal or external personnel at every level of an organization. You must be able to shape your message with precision and clarity depending on your audience. Depending on the situation you will need to frame your conversation accordingly. Every opportunity that you can converse and communicate with your team is an opportunity to connect and influence.

Balancing Relationship and Performance

Time and again studies show that relationships with their boss is a source of stress for team members. This stress can lead to poor performance amongst other negative outcomes. As a leader how we communicate makes an impact on the relationships with our team members. Having strong relationships with team members and being able to communicate expectations clearly is something great team leaders understand. After coaching over a dozen leaders this past year there was a common roadblock that kept popping up regarding communication that was causing hesitation and stress for these team leaders. These team leaders did not know how to hold a difficult conversation with a sub-par performer on their team. They knew they were working around these sub-par performers. They knew they should be addressing the performance for the overall good of the team.

These team leaders were in a position to drive positive change. They were high performers promoted based on their past performance and future potential. They were not ones to shy away from a challenge. However, when it came to having a clear, open, candid conversation with someone on their team that wasn’t performing well, these leaders were uncomfortable and avoiding the situation because they didn’t have the knowledge or experience to prepare, sit down, listen, and shoot straight about what needed done to correct the situation.

Let me share a communication framework that worked for these leaders. It will work for you to successfully speak with your team members about poor performance and shed some of that stress you’re carrying around with you.

The DESC Model

When preparing for a conversation with a team member that isn’t hitting the mark refer to the DESC model. This model provides you an opportunity to shape your thoughts, communicate the facts, and share with the person what you are observing, what impact it has, what you want to see going forward, and what happens if the performance isn’t corrected. This model is concise and allows for fact-based communication.

1. DESCRIBE: Share what is happening or what someone is doing that causes a problem. State facts only. No opinions. No disapproval. Just facts. Speak in terms of “I” statements.

2. EFFECT: What effect or impact does this situation have on the organization or on you personally.

3. SOLUTION or SUGGESTIONS: What exactly would you like to have change? What does right look like? Be specific.

4. CONSEQUENCES: Share what good things will happen if this change is made and/or what bad things will happen if this change is not made.

Prior to the conversation, write out the DESC model and fill in your points. Take time to go over the conversation using the DESC model in sequence, so you are as prepared as possible.

Benefits of DESC

Using a framework for difficult conversations allows you to collect your thoughts and communicate with brevity and clarity. Being able to have a complete conversation will ensure that you are doing everything you can to help your team member recover and get back on track. As a team leader, sticking to a framework will also keep the conversation focused on the matter at hand. You will feel more confident and deliver an impactful message while maintaining a positive relationship.

I’ve used and shared this framework with dozens of leaders. It works. Communication and how we show up makes a huge difference in our work environment. Leverage every opportunity you can as a leader to positively influence your team, even if that means having the tough conversations. It may not feel any better, but it will get easier as you prepare and use the DESC Model.

Reach out to connect on LinkedIn Dr. William Ramey | LinkedIn

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