Your goals might suck. So many statements we call "goals" feel like burdens pushed on us, or that we push on ourselves, and less like something we are pulled toward. What if you knew how to determine whether a stated goal was a good goal or a sucky goal—before you committed to it? What if you could help peers, teams, and others assess their current goals and re-craft them into good goals (or drop them, or renegotiate them)? The 4 characteristics of good goals—clarify intention, focus attention, remove obligation, generate energy— comes from a rigorous application of The Responsibility Proces to goal-setting. In this study, we asked Why do we take ownership of some goals and achieve them, but not others? This will be an application workshop. Bring your goals—your annual performance goals, your S.M.A.R.T. goals, or any other kind of goals. We'll see how good they are and how they can be improved. Or discarded.

1. 4 CHARACTERISTICS OF GOOD GOALS
Christopher Avery @ChristopherAver

2. Thank you for your interest in The Responsibility Process
Leaders and coaches worldwide can study with me in The Leadership Gi6
Program.
Accelerate your prac;ce. Become accredited to teach and coach.
h=p://www.the.leadershipgi6.com/
Join us! Use promo code grow at checkout and save.

3. What happens when
our goals are
impotent?

4. “People aren’t lazy.
They simply have
impotent goals – that
is, goals that do not
inspire them”
—Tony Robbins

5. Christopher Avery
The Responsibility Process® guy
You can access your innate
leadership ability to generate
freedom and choice while
producing results that ma=er.
The Responsibility Process—
and I—will be your guides.

6. PercepRons of
cause and effect

7. No Results
UnsaRsfying Results
Results that MaWer

8. We are far more
powerful and able
than we usually give
ourselves credit for.

9. Leadership is innate

10. I intend for you to leave
here on the path to
excepRonal goals and
results with freedom,
choice, and power.
What do you want to change?
Are you willing
to play full on
today, even
when your
reality is
challenged?
THE ONLY
FAILURE IS
THE FAILURE
TO
PARTICIPATE

11. ADVICE | REALITY
Source: www.co-evolu;on.com/goals.php
Bill McCarley

12. REALITY – Human Factors
#1. CLEAR and ELEVATING Goals
• No measurements needed
• Arousing gap between what
we know and what we intend.
Study found 8
things that must
go right and can
go wrong.
A team’s goal is DISCOVERED as a
resolu;on, or BREAKTHROUGH, to conflict.
Experiments with GOALS and Team Forma;on
Forming Storming Norming Performing
Value
Time

13. Team
OrientaRon
Process
www.christopheravery.com/flawless

14. Taking
responsibility is
foundaRonal to
agility.
See LinkedIn: How Agile Leaders Improve Results with The Responsibility Process

15. REALITY – Human Factors
What is the PURPOSE of a GOAL?

16. Characteris;cs of Good Goals
q Clarify Inten;on
q Focus A=en;on
q Remove Obliga;on
q Generate Energy

17. “Good Goals” Lessons
• Maybe there is nothing wrong with you.
• Procras;na;on is usually Obliga;on.
• If you delegate your goal, it’s not their goal.
• Advice, models, and frameworks aren’t as
powerful as human factors and reality.

18. It only works when self-applied!

21. Thank you for your interest in The Responsibility Process
Leaders and coaches worldwide can study with me in The Leadership Gi6
Program.
Accelerate your prac;ce. Become accredited to teach and coach.
h=p://www.the.leadershipgi6.com/
Join us! Use promo code grow at checkout and save.