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To Share or Not to Share My Goals?

Obviously, writing blogs is not the biggest priority for me and the iDIMENSIONS team – the last one was posted in 2015! Shame on me/us!

That’s about to change.

Going forward we will publish at least one blog per month. That’s may sound like the goal of an underachiever, but considering we haven’t done one in almost 2 years, that could actually be a tall order.

I thought it would be good to tell you about this, to make it public for all the world to see (no more, no less 🙂 to apply some pressure on myself and our team members in Philadelphia, Bucks County, PA and New York City. This is certainly something that has worked for me before – if there is something I really need and want to achieve, I tell other people about it. I did it when I finally decided to finish my master’s degree in history 9 years ago; when I decided to lose weight in 2011, and – not to forget – when I formally started my business and executive coaching company in 2010.

It worked!

Well, of course, there are different views on whether or not to share your goals with others in order to put you in a better position to achieve them. Indeed, research has shown that people who make public announcements of their intentions are significantly less likely to follow through on them.

What’s behind this contrarian research finding? How to explain this? Well, somehow it has to do with one’s motivation and the extraordinary satisfaction one can derive from picking a difficult challenge and successfully dealing with it. But if you tell others about the goal you spread out the sense of achievement and you may reduce your motivation to actually reach the goal.*

Hmm, works contrary to my own and others’ personal experience. I know this for a fact, but there is nothing like a bit of contrarian advice based on research to make you reflect and improve your ways. Another insight for the toolbox. Good to keep in mind for me, especially since as a business coach I help business owners and executives with goal setting and goal achievement. I help people improve, so I have to constantly improve as well.

Now, with this blog, it appears I didn’t follow the contrarian advice. I told you about my goal. Yes, I wrote one blog, but the goal is to produce at least one blog each month. The test will be to produce the next blog and keep it up every month from now on … maybe I can prove the contrarian advice wrong (at least that it doesn’t apply to me as far as blog writing is concerned).

Stay tuned for further blogs in the near future!

* The contrarian insight is provided by Peter M. Vishton, Ph.D. in The Great Course lecture “Outsmart Yourself” (Lecture 1)

Leadership and the art of getting things done: How to get more from your team

Too often, the goals and projects that can really lead organizations forward receive insufficient attention and thus experience minimal progress. Why is this? One big reason is a lack of time, but that’s a weak excuse. If the project is important you will find the time to invest in it. Another big reason: sometimes the large, ambitious goals seem unattainable and unrealistic.

Leaders are responsible for steering the organization forward to new heights. It’s your job to make the unattainable become attainable. You need to inspire your team into action and deliver results. Here’s how.

Focus on manageable, actionable steps

Imagine a large pie of pizza. If you weren’t allowed to divide it into slices, what would your approach be? How would you eat the pizza? It’s a lot simpler when you’re able to cut it into 8 smaller pieces! The same is true for large, ambitious projects.

A goal to jump from $500,000 in revenue to $2,000,000 in revenue needs to be broken down into manageable, actionable steps. What increase in revenue is needed each month or quarter to reach the end of year goal?  How many leads/calls/appointments are needed each week?


Large projects and ambitious goals are not achieved over night. It’s a long process with ups and downs and frequent obstacles. Successful leaders help their team work through the many obstacles and challenges and use them as opportunities. Leaders need to inspire and motivate their team. To do this, you should constantly remind your team what achieving the goal would mean for the company. What are the rewards? What does the company plan to do after? Take it a step further and communicate to your team what achieving the end goal will mean for them. What are the rewards for them? How will it make their job better or easier? The key is to visualize the rewards and make them feel real.


You and your team need an undefeatable, uncompromising, absolute belief that you are going to achieve the end goal. Anything short of this will not suffice. Be conscious of your own thoughts, actions and behaviors and make sure they are consistent with this notion.

The takeaway

As a leader your job is clear. Make sure your team clearly understands why the goal is important, including any rewards that will come from it. This helps keep them engaged and motivated. Also, give them something they can chew. Break down the large ambitious idea or project into bite size pieces. This helps keep focus on the goal and ensures you and your team are continuously progressing towards the end goal.