5 Tips for Better Performance in 2019

2019 is just around the corner, and execs and professionals should already be focusing on plans to  drive measurable and substantial performance from themselves and their teams in the coming year. Whether you’re looking at your own personal development, or developing your team, these efforts typically result in  a calendar of efforts that you hope will breathe life into growth and performance objectives.

Here are five things to consider when planning personal and team development for 2019.

Tip #1: Stick to One Big Idea

One Big Idea means that you can encapsulate the overall growth objectives into one, two or at most three simple sentences. The effort of collapsing a longer list of goals and objectives into One Big Idea will clarify to you and to others what you’re trying to accomplish. When it comes to personal growth, team growth or overall company performance, you’re going to need a simple-to-communicate, readily understood central theme that you can repeat multiple times in multiple ways. The One Big Idea will help everyone stay focused on targeted outcomes throughout the year and create  a common language — something that John Maxwell says is critical for culture building.

Be intentional in how you structure your One Big Idea. It should not be overly broad, or try to summarize all of your corporate goals in a single effort. Instead, pick a key area of focus and keep all of the year’s development efforts relevant to the One Big Idea.

Tip #2: Picture Success

Along with the One Big Idea, you’ll also need to visualize the finish and help others do the same.  What will it look like when you and your team have grown in 2019? What new hard and soft skills will be visibly evident? What external evidences of internal growth will appear? Part of creating your development plan is to  put in place the tools and habits that will gather the data that gives evidence of growth.necessary to determine if success was achieved. At the end of 2019, you’ll want to be able to make  an honest assessment of the outcome and to apply the lessons learned.

Tip #3: Plan Around People First, Budgets Second

Map out your development goals, whether at the individual or team level, based on the skill and behavior gaps you’re trying to bridge.  By starting this process without the limits of budget, you will be able to not only think creatively about the maximum impact that is possible, but you’ll also be able to prioritize where to start on the basis of results — not relative cost. This doesn’t mean recklessly throwing money at a problem. Instead, it means that you’ll recognize that not every dollar invested in growth is equal in terms of results. Start with the growth in mind, and then determine how much of it you will be able to fund.

Tip #4: Fund 2019 Growth with 2018 Dollars 

While most of us fund our personal development out of our current assets, when it comes to workplace development we sometimes are left with “use it or lose it” funds. Creatively consider how current year budget dollars can be spent on next year’s development: Is there a per-month program that you can pre-pay all or part of? Will your coach and trainers let you pay in advance for training in the 1st, 2nd or even 3rd quarter? Can an invoice be split up, reframed and thereby distributed across several budget categories (training, travel, subscriptions, consulting, etc.)?

Tip #5: Sell the Plan

This ensures the positive outcome of the previous four points. Even if you’re developing your own personal growth plan, and funding it entirely yourself, you need to sell it — to YOU. Of course, if you’re developing a plan for teams within your organization then you’ll need to sell it not only to the person holding the purse strings, but also to the teams themselves. Start with the One Big Idea and help others create the picture of what success looks like.   Get everyone on the same page in terms of how success gets measured and celebrated. Be prepared to make modifications based upon insights from stakeholders.. Once you have wide-spread agreement in these areas, then a commitment to the development plan, in terms of funding and in terms of participation, becomes easier.

What are your growth goals for you and for your teams? If you’d like help in getting your growth plan started, contact one of our John Maxwell Team certified coaches and trainers at (480) 525 7240. There’s no cost, and no obligation — we’re glad to help.