This document outlines the importance of setting clear, measurable goals and effective communication in leadership to enhance team performance and achieve desired outcomes. It emphasizes the need for leaders to ensure their teams understand their goals and the priorities necessary to reach them, using SMART criteria for goal setting. The document also introduces practical tools for tracking progress and providing goal-centered feedback to foster team success.

1. 07 Inspire Action – Set Clear Goals Kimberly’s Breakthrough Leadership Kimberly Wiefling, M.S. Copyright Wiefling Consulting, LLC 2008

2. Breakthrough Results Course Outline Leading into the Future 1-to-1 Leadership Self Leadership Team Leadership Organization Leadership Global Leadership Introduction to Leadership What is Leadership? Leadership vs. Management – Is There a Difference? “ The Leadership Challenge” - Kouzes & Posner Model Becoming the Kind of Leader You Admire - The Endless Journey Why Would Anyone Follow You? - Values-based Leadership The Lost Leadership Skill - Listening Inspire Action – Set Clear Goals Beyond Words - Effective Communication Building Trust – The Foundation of Results Overcoming “The 5 Dysfunctions of a Team” - Patrick Lencioni’s Model Leading Through the Phases of Team Development Leading Organizations – Bigger Challenges Leading Change Leading in an Increasingly Global Business Environment 1 2 3 4 5 7 6 8 9 10 11 12 13 14 Copyright Wiefling Consulting, LLC 2008

3. Module Description Among the top reasons that individuals and teams fail to achieve their goals is that they don’t know what their goals are. Competent and courageous leaders assure that this predictable and avoidable cause of failure does not undermine their people’s results. This kind of leadership doesn’t happen by accident. Goals must have the support and commitment of the team. Knowing how to measure success is vital to achieving that success. Often people are unclear as to who their customer is, and what matters to them. Tracking status and progress vs. goals must make clear whether they are on track or off track, and what to do about it. The overall long-term goals must be kept clearly in mind even while day to day tasks tend to dominate people’s attention. As a leader you must assure that your people have a clear and vivid understanding of the goals and their role in helping to achieve them. Teams that don’t have a clear view of the path forward slow down, like cars driving in heavy fog on a dark night. Keeping the goal clear and providing frequent feedback on the progress being made can increase team performance by over 50%. Assuring that your team has clear goals and understands the priorities to be used in making the inevitable trade-offs required on the road to those goals, is one of your most important leadership responsibilities. Even seemingly impossible results can be achieved through a combination of a clear vision of the desired future state, a commitment to action, and execution with excellence. Leaders set their teams up for success by helping them to set SMART goals, those that are Specific, Measurable, Actionable, Relevant and Time-bounded, and then by tracking and making visible their progress. This module will assure that you never again spend your time trying to figure out “how” to do something until you know “what” you intend to accomplish. Copyright Wiefling Consulting, LLC 2008

4. Module Goals Be able to set SMART shared goals, using “thinking from the future”. Track progress against goals in a compelling way. Realize that everything cannot be the #1 priority. Leaders don’t force people to follow – they invite them on a journey. - Charles S. Lauer Copyright Wiefling Consulting, LLC 2008

5. Thinking from the Future Current State Future State Feedback START HERE Copyright Wiefling Consulting, LLC 2008

6. Many Paths May Lead to Your Goal Today Desired Future Goal Copyright Wiefling Consulting, LLC 2008

7. The Benefit of Planning Every hour of planning saves __ to __ hours of misdirected effort or rework. Copyright Wiefling Consulting, LLC 2008 Ref: Steve McConnell's Software Project Survival Guide . 1998.

8. S.M.A.R.T. Goals S pecific M easurable A ctionable/Achievable R elevant/ “Realistic” T ime-bounded Copyright Wiefling Consulting, LLC 2008

9. Tracking Progress vs. Goals Good metrics include “WATT”: Where we W ERE Where we A RE T REND T ARGET 6/1/09  3/1/08  1/1/08  12/1/07  11/1/07  ¥ 1000000 ¥ 600000 ¥ 400000 ¥ 200000 ¥ 100000

10. Success Scorecard Copyright Wiefling Consulting, LLC 2008 Priority Goal Minimum Acceptance Limit Target Status Action to Make it Green # 1 Add Calendar Feature to Existing Product Minimum feature set agreed to and defined in the plan All musts and top 5 wants Green NA # 2 Launch New Wiki Tool on Schedule Phase 1 schedule + 2 months late at worst Phase 1 scheduled date Red Assign another person to help # 3 Complete User Manual for Wiki Tool Rated 4 out of 5 by users Rated 5 out of 5 Yellow Get a learning products expert to help

11. THE POWER OF FOCUS Ref: The 4 Disciplines of Execution, Stephen R. Covey. Copyright Wiefling Consulting, LLC 2008 Number of Goals 2 – 3 4 – 10 11 – 20 Goals Achieved with Excellence 2 – 3 1 – 2 0

12. Your Goals & Other People’s Goals Knowing your goals is not enough! You must know other people’s goals and help them achieve their goals. Generous listening is the key to discovering what their goals are. Copyright Wiefling Consulting, LLC 2008

13. Effective Feedback is Goal-centered Place the goal at the center. Help them achieve the goal by offering ideas of what to: Continue doing . . . Start doing . . . Stop doing . . . Do more of . . . Do less of . . . Goal Continue Do more Do less Start doing Stop doing Copyright Wiefling Consulting, LLC 2008 Feedback Grid

14. Summary of Key Points Leaders assure that time is spent setting clear goals and planning. Effective goal setting uses SMART goals, and starts in the future with the desired outcome. Track progress vs. goals using compelling visual tools like charts and Red/Yellow/Green Success Scorecards. Everything cannot be the #1 priority. You must sometimes choose between heart, lungs and kidneys! Effective feedback is goal-centered. Copyright Wiefling Consulting, LLC 2008

15. W.O.W. Leadership Development Exercises Within One Week (WOW!) Make a list of all of the major tasks you are working on. Prioritize your task list, labeling them #1, #2, #3, etc. Create a “Success Scorecard” for your tasks, with targets and measures of success for each task. Use the feedback grid to get feedback on how to achieve one of your top priority goals from a trusted colleague. Copyright Wiefling Consulting, LLC 2008

16. Commitment to Action “ Knowing” is not enough. You must take action. Confidence is not required. You must be committed. What action will you take in order to become more the kind of leader you admire? W.O.W. - Do it “Within One Week”! Copyright Wiefling Consulting, LLC 2008

17. For further information please contact: ALC Education, Inc. www.alc-education.co.jp Japan 03-5464-2815 Copyright Wiefling Consulting, LLC 2008 www.wiefling.com kimberly@wiefling.com USA 650 867 0847