Pitch by Pitch: Knocking Your Business Process Out of the Park

Ken Larson

It’s easy for leaders to become attached to the outcome.
To the final result. To the big “W.”

With the increased interest in “goal-setting and forgetting,” teammates are often left in the dust.

Spending time getting acquainted with your team’s weekly and daily schedule will help you understand whether or not your expectations are realistic and in-line with your ultimate objectives.

Goals are very important, but if you don’t know how you got there, did you really reach them? Click To Tweet

I help clients create and structure time-sensitive goal breakdowns like this, and in this order:

Three-year goals
Then Annual goals
Then Quarterly goals
Then Weekly goals
Then Daily goals

While long term goals are drafted first, they won’t be the first to be tackled.
These larger, often more intense goals are created to help you develop an ideal strategy of smaller, actionable items that push you and your company along the desired growth trajectory.

Basically, after you think big, learn how small actions can build the momentum you need to get there.


A Typical Client Scenario:

A long-term goal hasn’t been met. The leader worries.
They begin to question their staff.

As a leadership coach, I typically ask company leaders what I would see if I followed them around for the day. Would their tasks align with the company goal they’ve set for this week? Is the business achieving the weekly numbers they’re looking for?”

They shuffle a little, clear their throat, and usually tell me that they don’t have a weekly goal.

So I ask them if their work is at the very least, contributing to their quarterly goal. A similar response ensues, and then they start to stress.

It’s okay. Realizing you’re planning incorrectly is half the battle.
For Example: Every baseball coach wants to win the World Series.

But if you’re coaching a brand new team with players who lack league experience, team kinship, and the knowledge of how they stack up against the competition, you can’t expect them to dominate the league.

 

Set Your Goals Like a Seasoned Baseball Coach:

Coaches and players must constantly be aware of their duties and surroundings at all times. They can’t be ready to field the grounder or hit the curveball if they’re playing their eventual World Series celebration over and over in their head.

Before you get to play in the MLB showcase of the year, you need to get your hands dirty in every series, every game, every single inning, and every single pitch.

Similarly, you and your team need to understand that in order to reach your three-year goal, you need to nail that daily goal first. Giving them smaller, reachable goals will inspire the confidence to eventually knock that larger goal out of the park.

 

Pitch by Pitch: Establish Daily Goals

You don’t win the game on the first pitch. To win the game, the coach has to know which pitch works against which of the opposing team’s batters and how deep to play the outfielders.

You need to create and implement a team development strategy that is constantly monitored and adjusted for peak performance.

 

Inning by Inning: Establish Weekly Goals

The coach needs to understand when to rotate players due to burnout, and most importantly, when to go to the bullpen to prevent wear and tear on the pitcher.

You need to understand if someone on your staff is struggling to finish a project. Are they getting worn out? Do they need help finishing the task?

 

Game by Game: Establish Quarterly Goals

The coach will watch the gameplay video to learn what needs to be fixed.

Which players should be repositioned?

What did we do correctly?

How can we improve?

 

Similarly, every company leader needs to know they’re ranking amongst competing businesses.

Which employees need to be moved to better suit their talents and interests?
Are projects being disbursed properly?


Series by Series: Establish Annual Goals

The coach needs to know if their strategy and process is working against more than one team.

Your business strategy might change as new projects arise, but knowing how to handle that change is what is going to keep your employees’ momentum going! This will take your business to new heights.

 

The World Series: Establish a Three-Year Goal

After you’ve had your eye on every single player, every single pitch, every single game, and every single series, you’ll be in competition with the rest of the heavy hitters. You’d utilize the skills you’ve witnessed your team mastering throughout the year.

Similarly, after you’ve watched your team grow to understand how each employee works with one another, how they meet deadlines, and how they handle certain stressors, you can be confident that the goal you’ve set is ready to be tackled.


Did you win the world series?

If not, you have work to do. Start with the fundamentals!

 

Specific Client Situation

One client was so overly focused on goals, and only goals, that she didn’t reach them.
The final result was the only thing that mattered.
She put incredible pressure on every single individual within the organization.

She offered zero coaching on how to reach her desired goal, which left them to fend for themselves. She cared about the results, not the people.

She didn’t understand that developing the process would develop the business and her team along with it.
So I told her that her employees needed to understand that their goals were within reach.

You need focused people to achieve results.
But how do leaders create focus?

Create Attainable Goals.

Leaders that don’t pay attention to their team’s process and daily strategy will eventually create larger, lofty goals that are deemed “impossible” by the staff.

This causes tremendous burnout and quick turnover, both of which are avoidable by creating attainable goals that inspire employee confidence. Confidence breeds focus, and focus breeds efficiency.

While a concentration on reaching business goals is fundamental for your company’s growth and success, the end should justify the process, and you need to be able to understand exactly what that process was.

Remember, just because you’ve set a goal doesn’t mean you’ve set it appropriately.
So don’t neglect the process.

Cheer on your team as they continually knock each small goal out of the park!