Here's how you can set and achieve goals for your team with executive coaching.

What we see as goals and our true subconscious goals are two different worlds. We seem to think that we know what we want, but that is not the case. My experience in working the C-Level leaders and business owners illustrates that we are always protecting ourselves from a true understanding of our aspirations. The only way to find out what we want and how we want to achieve this is through deep psychodynamic coaching work which allows to open up our subconscious both of leaders and teams. One of the best books on the topic is “Leader on the couch” by one of my teachers - Manfred Kets De Vries. Would highly recommend it.

🎯Ensure goal clarity by engaging the team in defining what success looks like. 🧠Use executive coaching to facilitate deep reflection on team purpose and potential. 💬Apply powerful questioning techniques to articulate a shared vision. 🔄Align individual objectives with the team's ultimate purpose for cohesion. 📊Set measurable goals that reflect both team and personal growth. 👥Foster ongoing communication to maintain alignment and adjust as needed. 🚀Encourage accountability through regular check-ins and feedback sessions. 🌱Promote a growth mindset to help the team overcome challenges and achieve goals.

Executive coaches help ensure your leadership team members are establishing goals that make sense. They help team members overcome bias.

Using socratic questioning techniques can be incredibly useful in gaining not only clarity on the goals themselves, but also how to communicate them across an organization. Here are some of my favorites: What do you want to achieve? What makes that important right now? What will happen within and around you as a result? What have you thought of so far (big assumptions)? What do you need to chose to say yes to and chose to say no to in order to get started? What must you do next? How do you want your core values to show up as you make decisions? What will completing this goal look like? This is best done through facilitated dialogue or team coaching.

Starting with the end in mind is one of the most powerful coaching practice. Here’s why this practice is so effective: - 𝐂𝐥𝐞𝐚𝐫 𝐕𝐢𝐬𝐢𝐨𝐧: Knowing your ultimate goal helps you maintain focus and direction. - 𝐌𝐨𝐭𝐢𝐯𝐚𝐭𝐢𝐨𝐧: Seeing the bigger picture helps sustain motivation, especially during challenging times. - 𝐑𝐞𝐯𝐞𝐫𝐬𝐞 𝐄𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐢𝐧𝐠 the steps needed to achieve your goal to create a detailed plan. - 𝐂𝐨𝐮𝐫𝐬𝐞 𝐂𝐨𝐫𝐫𝐞𝐜𝐭𝐢𝐨𝐧: Having a clear end goal makes it easier to adapt your strategies if necessary. - 𝐏𝐫𝐨𝐚𝐜𝐭𝐢𝐯𝐞 𝐌𝐢𝐧𝐝𝐬𝐞𝐭: By anticipating obstacles, you’re better prepared to handle challenges. - 𝐌𝐞𝐚𝐬𝐮𝐫𝐚𝐛𝐥𝐞 𝐌𝐢𝐥𝐞𝐬𝐭𝐨𝐧𝐞𝐬 for review and tracking progress.

Every movement towards clear objectives becomes difficult when we are not really clear about who we are. For teamwork, it is essential before touching on the WHAT we will work on the team for them to understand the common purpose as a team and the identity that needs to be dismantled there. This way, designing a goal strategy and building a roadmap becomes much more viable. Remember the first US basketball Dream Team, there were many stars, but there was no team.

Goal, strategy, clarity, feedbacks... all of those itens are important and mandatory... but I would say to start a great team-building focus on results you must be able to set a great psychological safety environment and then learn as much as you can about your team's values.

It begins with defining the win for the team. If the win is not clearly delineated, it's very hard to hit a target that is unclear. Guided questions are a helpful tool I use with individual leaders and with teams to bring crystal clarity to what the goals will be.

Executive coaching can be instrumental in setting and achieving goals for your team by providing focused guidance and support. Through this process, leaders can gain clarity on strategic objectives, refine their leadership style, and cultivate effective communication skills. Coaches facilitate the creation of actionable plans that align team goals with organizational objectives, fostering a cohesive and motivated workforce. By leveraging executive coaching, leaders can enhance team performance, foster innovation, and ultimately achieve sustained success through a structured and collaborative approach to goal setting and attainment.

Clarity of objectives must be an activity of total communication. Both parties must give their points of view, reflections and where each individual is heard. It is common that perhaps it is only one member of the team who gives you the answer, the counter example, the form or perhaps the outright negative. It must be a 100 percent valid agreement for the parties not to agree. The agreement must go to the conflict resolution process. There can be no divergence of opinions on objectives. It is the most basic and resounding thing for the team to achieve. If only one does not believe it will not be fulfilled

A strategy should be built on our common vision on the future - it is more of a vision (rather than actual goals at first) that we must envision and then build back from. When a team realizes it has a common feeling and understanding of the future - we can then build back in steps and the work bottom up to re-calibrate such a strategy. My experience with large companies and leaders is that they often times are too rational and do not rely on feelings, vision and creativeness to think about the future. The future is non-linear like all of time and in order to build a strategy one must combine the best of irrational and rational frameworks.

Coaching for Results 1. 𝗗𝗲𝗳𝗶𝗻𝗲 𝗖𝗹𝗲𝗮𝗿, 𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗚𝗼𝗮𝗹𝘀: Work with your coach to articulate precise, measurable goals. Avoid vague objectives and ensure each goal aligns with your broader vision. 2. 𝗕𝗿𝗲𝗮𝗸 𝗚𝗼𝗮𝗹𝘀 𝗶𝗻𝘁𝗼 𝗿𝗲𝗽𝗲𝗮𝘁𝗮𝗯𝗹𝗲 𝗮𝗰𝘁𝗶𝗼𝗻𝘀: Collaborate with your coach to divide your goals into actions that provide leverage. Assign performance standards and determine the resources you'll need to achieve each milestone. 3. 𝗥𝗲𝗴𝘂𝗹𝗮𝗿𝗹𝘆 𝗠𝗮𝗶𝗻𝘁𝗮𝗶𝗻 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 Schedule regular check-ins with your coach to assess progress, hold yourself accountable, and adjust strategies as needed. This accountability ensures you stay on track and adapt for continued growth.

When I work with leaders on strategy mapping, I often use the "Objectives and Key Results" (OKR) framework. By setting high-level objectives and defining the key results that indicate success, leaders can create a clear and measurable roadmap for their team. One leader I coached saw a 25% increase in team productivity after implementing OKRs. Research by Google also found that teams using OKRs were 45% more likely to achieve their ambitious goals. Strategy mapping turns vision into action.

I usually mention this to every client - Executive coaching for goal achievement is like planning a road trip. You wouldn’t just hop in the car and hope for the best. Instead, we’ll chart a course together, identify key milestones, stocking up on supplies (resources), and planning for those challenges on the way to goal achievement. I also do an NLP integration with Goal achievement strategy mapping which helps executives prepare themselves subconsciously for the efforts needed towards their goals so that the conscious efforts comes naturally. 90% of my clients have mentioned that there’s a tremendous shift in their mindset after undergoing the NLP Technique.

Knowing the skills and talents of each team member will make it very easy to make a map with those responsible. Elapa will be known by everyone and there will be backups for each stage or phase but each part must have a leader and a co-leader.

Strategy Mapping helps direct the priorities, resource and work to be done in both an efficient and effective way. It also directs energies to the most important projects for the business. Allocation of roles, responsibilities, resource and work provides a clarity on how the team will deliver on the strategy, also within specified time-frames. Models like RACI and SMART are very helpful to document roles and responsibilities and to prioritise goals.

Through executive coaching, teams can effectively map out strategies to achieve their goals. Coaches guide the development of detailed action plans, breaking down larger objectives into manageable tasks. This strategic approach ensures that the team stays focused and organised, maximising efficiency and productivity in reaching their targets.

1) It is important to set a plan and chunk it down to immediately actionable steps. For example, you can reach for what you need within an arm's length. 2) No goal is ever achieved in a straight line. It is important to perform regular check-ins to assess what has been learned, what pivots are necessary (if any), or to stay the course. 3) In breaking things down to actionable steps, you want the actionable steps to be those which are influenceable by the coachee: I call these INPUT metrics versus OUTPUT metrics. For example, in sales/BD, the coachee can control their outreach volume and quality, but they can't control whether someone responds or signs the contract within a few weeks or months.

Strategy mapping is essential once goals are set, and coaching is key to making that process effective. By breaking down larger goals into actionable steps, it empowers the team to take ownership and see how their contributions fit into the bigger picture. A good coach helps align resources, set realistic timelines, and anticipate potential challenges, ensuring the path forward is both ambitious and attainable. This approach turns lofty aspirations into a series of tangible milestones, making success feel not only possible but inevitable.

I'm a big fan of skills development versus degrees or qualifications. The startup, Degreed, does a good job of demonstrating measurable ROI when you approach performance from a skills-development perspective. In summary, identify what specific skills are necessary for the individual to succeed in their respective role. Then, test and assess where they rank in each of those skillsets. You can do this using a numerical rank out of 5 for example. Then revisit that ranking system every 3 months. You can determine how they have performed in correlation to this ranking system over time.

In my experience, skill enhancement is a crucial element in setting and achieving team goals, particularly when guided by executive coaching. Effective executive coaching helps to bridge the gap between current team capabilities and the skills needed to meet both present and future challenges. Start by conducting a thorough assessment of your team's skills in relation to the goals you aim to achieve. This assessment should identify both strengths to be leveraged and gaps that need to be addressed. Executive coaching can play a key role in this evaluation, offering an objective analysis that might be overlooked internally.

As an executive coach, I’ve seen firsthand what happens when teams fail to develop the necessary skills. Stagnation sets in, innovation grinds to a halt, and morale plummets. Teams struggle to adapt to new challenges, and opportunities slip through their fingers, leaving them stuck in a cycle of mediocrity. Executive coaching breaks this cycle by identifying and addressing skill gaps through personalized development plans. It’s more than just training; it’s about unlocking a team’s potential.

In most work teams it is necessary to work on creating, improving and developing skills and talents. But a good person must have what is necessary to fulfill and over fulfill or objectives. Early identification of what is missing is vital

Executive coaching focuses on enhancing the skills necessary for goal achievement. Coaches assess individual and team competencies, identifying areas for development. Tailored training and development programmes are implemented to close skill gaps, empowering the team with the capabilities required to successfully meet their objectives.

Skill enhancement is crucial for achieving team goals, and a good manager or coach excels at identifying areas for growth. By targeting skill gaps through personalized development, whether it’s workshops or one-on-one coaching, teams become better equipped to handle both current challenges and future opportunities. This focused improvement not only strengthens individual abilities but also elevates the entire team’s competency, ensuring they’re always prepared to grow and succeed together.

As a coach, I once worked with a team aiming to improve their project delivery timelines. We implemented a simple progress tracking system: each week, team members shared their completed tasks and any roadblocks during our check-in meetings. We visualized this data on a whiteboard, watching the project move forward like a puzzle coming together. Celebrating small wins and addressing challenges promptly kept everyone motivated. It was rewarding to witness their progress and adapt our strategy as needed.

When I work with leaders on progress tracking, I recommend a "goal dashboard" approach. This involves creating a visual overview of key metrics and milestones for each goal. One leader I coached implemented a weekly "progress pulse" meeting where the team reviewed their dashboard and discussed successes, challenges, and next steps. Studies show that teams who regularly track progress are 40% more likely to achieve their goals. Visibility and accountability are the keys to maintaining momentum.

There are many tools to track progress towards goals and whether we are working towards them effectively and efficiently. Regular check-ins; feedback on progress can help, as well as measuring and tracking against agreed KPIs at the start of the project. Developing a growth mindset is key, this minimises team anxiety and allows celebration of successes and a learning from failure mindset. This encourages healthy levels of risk taking and creativity.

Monitoring progress is not just about hitting targets - it's about navigating the emotional journey that comes with striving for success. As an Executive coach, I see how critical it is for entrepreneurs and business professionals to stay grounded and resilient, especially during turbulent times. Regular check-ins aren’t just for accountability, they're a moment to reflect, recalibrate, and recharge. By celebrating every win, learning from every setback, and maintaining a steady course, you not only achieve your goals but also master the mindset needed to thrive in any situation.

In executive coaching, progress tracking is not just about ticking off completed tasks. It's about evaluating the effectiveness of strategies and ensuring they align with the executive's growth trajectory. Regular check-ins foster a culture of accountability and provide opportunities for recalibration, ensuring that the executive's development is not only consistent but also adaptable to changing business landscapes.

Monitoring progress is essential to keep goals on track, and a coach provides the tools to do it effectively. Whether through regular check-ins, performance metrics, or visual progress tracking, these methods help ensure momentum is maintained. By consistently evaluating progress, you can celebrate successes, address challenges early, and keep the team motivated and aligned with their objectives. This approach not only reinforces accountability but also drives continuous improvement and focus.

I believe that an executive coach can help you by breaking down objectives into actionable steps and defining each team member's role. By introducing frameworks like regular check-ins and help empowering team members to take ownership of their tasks, the coach will help to foster a culture of accountability. The coach also helps in sustaining accountability by creating long-term strategies and fostering a culture of continuous improvement. This comprehensive approach leads to better team collaboration and a higher likelihood of reaching your goals.

For entrepreneurs and working professionals dealing with emotional turbulence, an executive coach helps to address emotional challenges and work towards building mental resilience by regularly check-in & using trackers to keep the clients in loop. A coach helps individuals to stay focused and committed, even in the face of adversity. This holistic approach ensures that both personal well-being and professional success are aligned, creating a balanced and motivated team.

Accountability is not just about tracking progress, it's about fostering a sense of ownership and commitment to the team's objectives. As an executive coach, I've seen firsthand how accountability can transform a team's dynamic, leading to increased productivity and a stronger alignment with the organization's vision. It's essential for leaders to not only set the expectations but also to model accountability in their own actions.

I couldn't agree more! Accountability is crucial because it keeps everyone aligned and committed to the bigger picture. When team members know they’re responsible for their specific roles, it drives a sense of ownership and purpose. Creating a culture of accountability, especially with the help of an executive accountability partner, not only strengthens individual performance but also fosters teamwork. It's that consistent follow-up and clarity that keeps goals on track and builds a team that's proactive and engaged, rather than reactive or complacent.

Continuous improvement ironically is driven by three counter-logical elements: - trying and doing - making mistakes - admitting, analyzing and learning from mistakes For organizations, depending on the stage of their maturity, problems usually arise in one of the three - for corporations trying is risky, for obsessive bosses making mistakes is hard, for market leaders admitting mistakes is painful. But the road lies in creating a safe space for leaders of the organization to be able to share all of their thoughts and reflect. This is what psychodynamic coaching is all about.

Executive coaching goes beyond merely setting and achieving goals; it fosters a mindset that challenges conventional boundaries and encourages innovative thinking. Coaches equip you with strategies not only for reaching objectives but also for mentoring your team effectively. By learning these coaching techniques, you can enhance your leadership style to connect more deeply with your team members, inspiring them to think creatively and embrace challenges. This approach not only drives performance but also cultivates a dynamic and adaptive team environment where continuous learning and improvement are integral to everyday operations.

Goal are fabulous, true. But when we fail to allow ourselves, or our teams, to modify or even completely change goals as time goes on, all of it is for nothing. The real genius is in being able to shift appropriately, and often that has a lot more to do with mindset and ego than skill or desire.

Look, it’s not the setting of goals that’s tricky. That’s the easy bit. It’s the staying focused on those goals and not adding more or amending them all the time. Set goals. And then ruthlessly work to achieve them.