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Free Human Resource Information
Planning A Successful 2007
Starts With Completing 2006 |
It's the end of 2006 and, as the leader of
your organization, you probably have started thinking about your goals, your
vision, for 2007. It can be a real challenge to develop an effective
strategy for the coming year while simultaneously dealing with holiday
distractions and wrapping up 2005. Yet, providing closure to 2006 is a
necessary step. By freeing yourself and your staff from any disappointments
or losses and by celebrating accomplishments, everyone will be better able
to move on and begin achieving your shared vision for 2006.
Let me discuss with you my beliefs on this. Most people want to live up to
your expectations of them as well as to accomplish their own goals, but
sometimes they fail. We all do. You can help them out. Under your guidance,
your company can serve as a haven for your employees, where everyone can openly
share their experiences, thoughts and feelings without fear of reprisal
or mockery. I believe your challenge may be to provide a safe enough
environment for this trust to exist. Once you do, you and your staff can
have a candid conversation regarding:
- 2006 accomplishments,
disappointments, challenges and losses
- Concerns about 2007
- Requests and
- Goals, whether individual,
departmental or company wide.
Please take the time to do this. Everyone
is so rushed these days trying to "manage profits" that it's easy
to forget the importance of coaching people as part of that process.
At this point in the year, from an emotional perspective, most people need
time to process 2005 before they can be asked to embrace 2007.
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