The Courage to Become the Best You Can Be

Think about this quote from Leadership Courage: “Leaders who choose to rest on their knowledge—those who are not committed to personal improvement—are doomed to fail.” 

Phrases such as “continuous improvement” or “lifelong learning” come to mind.  I often remind students at Geneva College that gaining their undergraduate diploma is a wonderful accomplishment.  But in reality, it is only their “ticket” to enter into a world that requires continuous learning.  The rate of change in our world is ever increasing.  The amount of information available to each of is growing exponentially.  To stand still in the area of personal improvement is to fall behind.  Staying in your “comfort zone” regarding your personal skills, knowledge and experience is not the courageous thing to do. 

So where do you begin?  Taking a personal inventory in each sector of your life would be a good place to start.  For example, on a scale of 1 (definitely need to improve) to 10 (I’ve reached the ultimate), take a moment to rate your personal improvement efforts in each of the following areas: 

·         Faith

·         Language (communication skills)

·         Leisure

·         Children

·         Spouse

·         Sexuality

·         Work

·         Friendships

·         Fitness

·         Money

·         Academics

And while you’re at it, why not conduct a “balance” check as well?  List beside of the above the % of time (on average) you spend in that area (e.g., out of the 168 hours in a week). 

For me, personal reflection is not an easy thing to do.  It’s much easier for me to see the “splinter” in your eye than the “beam” that is in mine (Luke 6:41-42).  But let’s assume you make it past the pain of personal reflection and decide to take action—to make an improvement in one or more of the above areas.   

What is the next step?  I believe part of the answer lies with S.M.A.R.T. goals.

S.M.A.R.T. Goals 

It would be very surprising to find an adult in the work force who has not heard about goal setting. A Harvard study of its graduates over 30 years found that only a small percentage (3 percent) of them actually wrote down their goals -- and these were the most successful!

You can be certain that every one of those students had repeatedly heard the value of goal setting. Yet only 3 percent actually wrote down their goals consistently. Imagine what you can do if you both write down your goals and, then, focus on them every day, every week, until they are accomplished! (from http://www.quintcareers.com/setting_goals.html). 

When I recently asked a group of about 40 college students, “How many of you have goals?”—about 50% of the class raised their hands.  But when I then asked, “How many of you have written down these goals and review them frequently?”—only a smattering of hands went up.  And then, after I described what a true goal looks like (i.e., a S.M.A.R.T. goal)—the classroom went silent. 

S. – Specific

M. – Measurable

A. – Agreed to

R. – Realistic

T. – Time based 

For example, let’s assume I am a strength coach for the Geneva College football team.  I’m working with a lineman who needs to have more upper body strength.  If I just say “set a goal to get stronger”—it’s not specific.  I might say “increase the amount you can bench press from 280 pounds to 320 pounds by September 1, 2006.”  Now I’m on to something.  This is a S.M.A.R.T goal. 

Specific – Increase from 280 pounds to 320 pounds 

Measurable – I’ll add up the weights to make sure the correct amount is being lifted 

Agree to –Here’s one many miss.  What if I had said “increase the amount from 280 pounds to 450 pounds by this Thanksgiving”?  I doubt that I would have obtained agreement.  Why?  See below. 

Realistic – The “450 pounds” goal is not realistic in regards to the weight or the time.  On the other hand, if the lineman had suggested a goal of “280 pounds to 282 pounds”—I would not have agreed to that either—so we negotiate and come to an agreed-upon goal.  Agreed-upon goals are highly motivating (because of the commitment gained). 

Time-based – Both the lineman and I know where we will be on September 1, 2006.  At that time, we both will know whether the goal has been met or not. 

Of course, a good coach/supervisor/manager comes alongside their “lineman” as time passes to encourage, provide resources, hold them accountable, etc.  “Agreed-to” goals imply a commitment from both parties to ensure success. 

Remember, school is never out for the successful leader.  May the LORD lead each one of us along a path of personal growth for His glory and for the benefit of others. 

Have a great week!

Keith