Many of us have to-do lists.

But what we really need is a “don’t-do” list.

As you transition into the new year and strive to reach your professional goals, it’s critical that you stop some of the tendencies that are slowing you down or getting in your way. Through our work in executive coaching programs, we uncovered some of these bad habits, every one of which has a negative impact on your life.

So add these to your brand, spanking-new don’t-do list.

We all know that the annual performance review is going by the wayside. The cumbersome process leaves managers feeling drained and employees devalued. Let’s face it, this dreaded beast of a process provided little in the way of measurable results compared with the time and effort required. Even the stalwarts who set the annual review standard, such as General Electric, are changing their approach.

As you wind down 2015 and look forward to the new year, it's a perfect time to be intentional about what you want to create for yourself personally and professionally. As a holiday gift from 5.12 Solutions, I invite you to download a complimentary copy of our Ultimate Goal Setting Guide. 

In our last two posts we've focused on how to make the mindset shift from consensus or compliance (depending on your tendencies) to commitment. The first of three focus areas was to provide intentional and structured communication to help win the hearts and minds of your people. The second was explaining the Big Why. 

Allow for Dialogue

In our last two posts, we began to explore the second mindset shift that leaders need to make to successfully navigate the transition into senior leadership. It’s a shift from a Problem Orientation to an Outcome Orientation.

We are 43 days into the New Year. How are you tracking toward your personal goals? Have you gained momentum on your fitness, finance, and family aspirations? How about your professional goals? Have you focused on developing those team and leadership skills? Are you building that power network? Have you made strides toward acquiring that new technical skill? 

Audrey works as a software engineer in a fast growing technology company in Denver. She’s young, smart, and a rising star on her team. She’s got a great attitude that is equally matched with performance. You might call her a “high potential” team member or even an “A” player.

Last week, in the spirit of Thanksgiving, I shared some information on how to recognize people in the workplace. So, to continue on the theme of recognition, here is another video. 

The way that leaders recognize their people matters. Comments like "great work" and other general accolades almost never have a positive impact. In fact, they may unintentionally backfire.

Want to learn a more effective way to deliver recognition?  Watch here...

Thanksgiving is a time to express gratitude. As leaders, we can show our people that we are grateful for their contributions to the business by recognizing their efforts. Recognition is a core component of building team member commitment. But, most leaders struggle with how to effectively recognize their people. Watch this video to learn a simple framework on how to recognize people in a way that actually impacts business results.