One of the conditions of a well formed outcome is the locus of control. Does the person responsible for delivering on that outcome own it? And can they maintain it through to conclusion?
More often than not, the answer to this question will pre-determine the way things turn out.
So, think about a change you want to make, directly or indirectly. Now eliminate those items that are progressing well; where you have confidence they will deliver on time. And look at what’s left; those changes you want to make that have stalled in the starting blocks or fallen at the first hurdle.
The first question to ask is this. Is this objective a result of my aspiration, or is it the wish of my manager, peer group or company stake holders?
It’s important to recognise this because if you do not personally buy into the change, then it’s highly unlikely you’ll last the distance. And if you’re the one driving the change through others – and it’s your desire not theirs, they will quickly lose motivation. Once that happens they’ll give up or at best drag their heels. Suddenly, your job becomes that much harder.
Given my line of work it won’t surprise you to hear that I’m pretty good at goal setting as a means of improving personal and business performance. And yet there are times when I have gazumped myself by setting outcomes that have come from a place of ‘need’ rather than ‘want’.
Revisiting the arrested goals and really thinking about who owns them. Who made the initial request or suggestion? If it was you and your motivation has waned, keep asking yourself why this change is important; and keep re-defining it until you get a well formed outcome that re-ignites your enthusiasm. And if it doesn’t, consider whether you could discard it altogether.
Now, if you didn’t initiate the change, and you must carry on with what started out as someone else’s objective, then it’s vital you find your own reasons for working on that outcome. How might you make it your own? What would be some of the possible benefits for you, in delivering the change?
Worst case scenario you now have clarity about why this change is necessary. And best case you can motor through to a successful conclusion with renewed vigour.
Happy change work!