We all know the importance of Goals in Business.

We all also know the importance of Buy-In and Commitment.

Even if these aren't done very well, we all understand "Why" they are needed.

However, most Leaders fail to get Full Value from the Goals and Buy-In/Commitments that they have.

Most Organization's Goals are FAR too small for what they are capable of Achieving, and part of that is because the Buy-In/Commitment that they get is Limited.

When people are only 1% Committed to the Goals, you're only going to get 1% of what's Achievable.

In today's world, this is the norm.

Most Leaders can't figure out how to get more than the minimum out of Employees.

Plus, with Employees gaining more collective power, as we have be consistently seeing in the multiple FAILED Return-To-Office Mandates, the "Minimum" appears to becoming Less and Less.

The majority of this has to do with Dis-Stress being at an all-time high.

The "technical" word is Burnout, which 80% of Employees are experiencing.

So, what are Leaders to do?

Well, one Simple thing that can be done is to utilize Collaborative Commitments in the Goal Design Process.

Most of how Goal Design is done is very Disjointed, Disconnected, and One-Sided.

Who do the Goals serve?

The "Organization".

But what does that actually mean?

Well, most people have no Idea!

The "Organization" is a faceless, meaningless entity that feels like it serves some Elitist Jerks who don't understand most people's Realities!

Sometimes this is true, but often it isn't.

However, as the phrase goes, Perception becomes Reality.

If Goals remain Disjointed, Disconnected, and One-Sided, then the Perception is this, which then becomes how people Believe it to be.

However, this isn't how it needs to be!

Goals should serve EVERYONE involved!

But it isn't enough for Leaders to just make Goals that serve everyone!

For Leaders to Succeed at the Highest Levels, these Goals need to be Collaborative.

When Employees have a sense of Autonomy with Goals, they Collaborate, and they automatically give Buy-In and Commitment to the Goals.

Along with this, the Goals need to actually SERVE the Employee's own Goals!

They need to "see" and "understand" the HOW and WHY these Goals serve them.

To take it even further though, Employees need to also see and understand HOW and WHY these Goals serve other Teams, the Organization that is a Collaborative Effort with others, and how Customers are Positively Impacted.

Employees need to see the ENTIRE landscape of how these Collaborative Commitments Impact everyone!

Then, if you truly want to build a Business that will Stand Out, and make Employees BEG to be a part of Contributing their BEST, you also need to show how you're Designing a Regenerative Legacy.

Employees are seeing how most Businesses Negatively Impact the World, and they don't want to be a part of it any longer.

So, if you want Buy-In and Commitment at the Deepest Levels, BE THE CHANGE that your Employees are looking for!

It isn't enough to "assign vanity metrics" or "pay lip service" to the Change people are looking for.

People are sick and tired of Corporate Greenwashing and Virtue Signaling.

These methods are simply PR Nightmares waiting to happen, and over the past year, they have been DECIMATING Organizations.

If you really want to go far, you need to lean into the Interconnectedness of your Organization.

You must ACTUALLY Contribute back to your Employees, starting with the Dis-Stress and Burnout problem.

You must Collaborate with them and show them the Goals created Impact every other Aspect of the Organization.

You need to change the Perception of a "Faceless Meaningless Organization" to an Organization that everyone WANTS to make a Collaborative Commitment to.

This achieves TRUE Buy-In to the Goals, the kind where people give 100% instead of 1%.

The Value Of Collaborative Commitments For Leaders

Making Interconnectedness Understood

What will you write today?