Now is a great time to start thinking about the goals, systems, and processes you have in place to make 2025 an outstanding year for you and your organization. How might you have your best year ever? How might you achieve “Optimal Performance?”
I think of “Optimal Performance” as achieving the right results, the right way. Delivering the “Right Results” means you achieve a set of aligned objectives by executing planned actions that deliver the desired goals. “Right Way” means you execute your plan and conduct yourself in a way that is consistent with the company or organization’s stated values.
Most companies and organizations have an annual performance cycle or cadence that includes:
(1) setting objectives
(2) discussing and ensuring progress toward objectives
(3) evaluating results versus the year-long objectives. Below are some thoughts on how you can set yourself up for an awesome year.
Setting Objectives
Ideally, objectives are in place by the start of the calendar or fiscal year. If that is not doable, shoot to have them set by the end of the first quarter.
It sounds simple, but I am often amazed to hear how many leaders do not have defined objectives, S.M.A.R.T. objectives, in place each year. Objectives provide clarity around what success looks like for the individual, team and organization. Without objectives, it’s difficult to tell if you and your organization are winning and/or making progress. Additionally, It is difficult to know when and where to ask for support, if you aren’t clear on where you’re headed or how far you are from your goal.
If you don’t have your objectives in place for the current year, ask for them. If your Manager or organization isn’t providing them, consider creating your own objectives, your vision of success, and sharing them with your manager/organization.
Progress Toward Objectives
You have likely heard someone say, “What gets measured, gets done” or “Inspect what you Expect.” Keeping track of performance versus stated objectives is paramount to ensuring that objectives are achieved. One way to facilitate this easily is measuring and monitoring performance on a regular and consistent basis — hourly, daily, weekly, monthly. The frequency of measurement should be appropriate to the nature of the business. The process should include: a regular routine of reviewing performance (status vs. objectives), reflecting on performance (what’s working, what’s not?), and course correcting performance (what should change, help needed?).
Knowing where you stand or how you are performing versus your objectives is key to controlling and influencing the outcome…and the narrative. With a systemic approach, you can stay organized, be knowledgeable about your progress, and avoid the often-stressful rush to pull information together at the last minute or in response to an urgent request. Importantly, if you know how you are performing versus your objectives, you can communicate where you might need help (thought partners, financial resources, or otherwise) while there is adequate time for the additional resources to be secured and used for positive impact.
Evaluating Year-End Performance
Another benefit to having a systemic approach to performance tracking is that it enables you to have more productive mid-year and year-end performance conversations and evaluations. There’s no guessing and less subjectivity, if you have the facts and information to discuss and/or include as your written input. Have you ever received your formal Performance Review and thought, “Wow, I should have included that accomplishment?”
I strongly encourage creating a process for tracking performance and Performance Review Data/Feedback throughout the year. What I have found to be most helpful:
- Setting aside 45-60 minutes each week for 1:1 with ME time.
- During this time, I review how I am doing versus my objectives, professional and personal.
- I reflect on what’s working, what’s not.
- I think about what changes I want to make and what actions I will take going forward.
- I put time on my calendar for execute the new action plans/course corrections.
Other best practices I have adopted and/or tried:
Create a Centralized System
Pick a single location to record all feedback, accomplishments, and reflections. Choose a format that works best for you. One location minimizes the risk of losing data. I use a digital option— setting up a file folder in Microsoft Outlook. I also have a file folder in my desk to capture non-digital items.
Other options:
- Digital: Use tools like Google Docs, Microsoft OneNote, or Evernote for easy access and organization.
- Project Management Apps: Tools like Notion, Trello, or Asana allow for task tracking and performance notes.
- Physical Options: Maintain a notebook or printed file for handwritten notes.
Log Achievements Regularly
I am a huge advocate for recording accomplishments as they happen. This prevents smaller wins or behind-the-scenes efforts from being forgotten. I also use my 1:1 with ME time to add to the list.
Be sure to include special and/or specific projects or tasks completed as well as recognition/praise from managers, colleagues or clients.
Track Feedback Continuously
Whenever you receive feedback, whether formal or informal—record it promptly, before you forget. This might include comments from one-on-one meetings or team huddles, constructive criticism from managers or peers, and/or “great job” comments you might hear after a presentation you’ve given.
Optimize your 2025 performance by getting off to a great start and keeping it going throughout the year. Get the right results, the right way…Now is the Time!
Achieve Optimal Performance with Arden Coaching
To learn more about achieving optimal performance and executive coaching, reach out to Mitzi for a consultation.