Monthly Archives: August 2020

achieving goals

Planning for Overcoming Obstacles to Achieving Goals

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Planning for obstacles that may stand in your way to achieve a goal or complete a project is essential. By not anticipating some of the major challenges that can hold you back, may be a good reason why many people quit working on their goals.


I have been on vacation and doing a lot of hiking. Sometimes there are obstacles in the way that we may not have anticipated. But by knowing the trail, your skill level and having the right equipment can make overcoming the obstacles doable.


The key section of my goal planning worksheet is obstacles and solutions.  That is why it is important to write down a goal using a goal planning worksheet and completing all the sections


Once you have a clear goal and vision for what you want to accomplish you can easily brainstorm possible obstacles. After writing the obstacles you can then foresee possible solutions. It then becomes natural to turn the solutions into action steps.


One of the hikes we are undertook was quite challenging and I even took quite a tumble and twisted my ankle. But I knew that the hike was still within my skill level and I continued to complete it. I was glad I had brought a walking stick, which I rarely do, because the descent was quite steep. So, the next time you set a goal or plan a project download my goal planning worksheet and complete the whole thing including the obstacles and solutions section. You will discover how more adapt you will be towards realizing your goal or project.


follow-up coaching

Follow-up Coaching is an Essential Leadership Skill to Develop

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Follow-up coaching on actions that employees commit to take is another essential leadership skill that leaders who want to adapt a coaching style of leadership need to develop.


This skill builds on the previous essential leadership coaching skills I wrote about in my previous articles and videos. They are active listening, asking questions and asking for action.


These skills are greatly needed in all aspects of leading and managing employees and also for teamwork. Team members can also coach each other and this is actually required when developing autonomous teams.


Highly effective leaders know that at times you need to coach and other times you need to manage. The reason to adapt a coaching style of leadership is to build more self-reliant employees who actually take initiative to develop new skills and work on continuous improvement initiatives.


When asking employees for action to solve a problem or work on a new improvement initiative there needs to be an accountability factor associated with the action. This is where the skill of following up on the action is required.


Here are suggested steps to the follow-up on action coaching session. I call it a coaching session because in challenging employees to take action to solve their own problem or achieve a goal, you are helping them develop their skills and build confidence in themselves.

  • Start the conversation with some open ended questions to check how things are going since your last meeting. The employee will probably bring up whatever action they were working on
  • If the action or goal was achieved congratulate them and ask them how they feel. This is another good opportunity to use active listening
  • If the action was not taken at all, ask them why and what has stood in their way. Whatever it is, go back to asking questions and help them to set a new action. Sometimes the wrong action was set and needs to be discussed and perhaps a new smaller step taken
  • If some action was taken and the problem is still unresolved or the goal not achieved, use the asking questions skill to define the next action step.
  • Always ask the employee to note down their action commitments in writing and you do the same.
  • Set the next follow-up date and time and add it to your mutual agendas. Send a calendar invitation.

By taking a coaching approach to following up on action commitments by employees you make the process more effective and enjoyable for both yourself and the employee. Employees will see you as a leader who wants action and improvement but also takes the time to coach and develop them.