What 3 Words Will Guide You to Success in 2024?

 

This is my eleventh year of using Chris Brogan's "My Three Words” planning exercise to enable my goals for the year. Each year, I learn as much about myself from the goals I fall short of as from the ones I meet.

Chris’s process is a simple and effective way of activating the mindsets, routines, and behaviours that will enable your desired achievements. Its power is in keeping you focused on the things that lead to your outcomes. 

Here are the three steps to follow:

1.  Identify how you must think, act and behave to achieve your goals. 

2.  Select three words that will keep your outcomes top-of-mind and trigger how to think and act.

3.  Place these words where you will see them daily (e.g., phone screen, monitor, mirror).

Prioritizing three goals and choosing a word for each works best for me. My three words for 2023 were Room, Reconnect and Begin.

Room signified holding time on my calendar to accommodate changes in my schedule. In March, I was booked for a kidney donor operation for a close friend, and this word reminded me to make room in my calendar for my recovery by reducing my consulting assignments and saying no to other activities. My planning saved me because a week before the date, I caught COVID-19, delaying our surgeries by three weeks. My lighter-than-normal schedule accommodated the change except for facilitating a virtual strategic planning session six days after the operation. Calendar flexibility has become a new habit.

Reconnect supported my goal of checking in with family members, friends, and former colleagues I hadn’t seen in years. I was conscious time was passing, and I hadn’t connected with many people I cared for. “Reconnect” was a powerful reminder to keep relationships alive. I will continue to do so.

Begin was a stimulus to move into new territory, both personally and professionally. The opposite of growth is stagnation, and I want to challenge myself to take on new experiences, build new skills and meet new people. I wanted 2023 to be a year of beginnings, and I intend to be in the right mindset to see and pursue them. This word was the least effective. I took on new clients in new industries and government agencies but was looking for more “newness.” In hindsight, “Begin” was too broad—begin what?

I am motivated to make 2024 another successful year. My goals are more personal than professional, and the three words I have selected to achieve them are Mentor, Refine, and Chef.

Last year, I dedicated time to helping people achieve their goals by providing feedback on LinkedIn profiles and HR-related advice. Some of these professionals were new to Canada. I loved the experiences and was happy to see people achieve their goals. Mentor will remind me to ramp up my support and find new ways to provide it. 

Refine is a reminder to fine-tune my routines. Early in my career, I discovered that my learning style is called “abstract conceptualization,” which means I learn by doing and create sequenced steps to achieve my goals. I am a process guy. I aim to refine the processes that keep me healthy, including learning, exercise, diet, and sleep. Experimenting like popular academics Andrew Huberman and David Sinclair will be fun. Let the experiments begin!

Chef is about starting a new hobby: cooking. The last hobbies I took on were running fifteen years ago and painting twenty years earlier.

Get-togethers over the holiday season reminded me of my culinary skill gap and desire to fill it. I realize chef is a grand term, but I want to push myself. The ability to make ten amazing meals feels like a good stretch goal. There may be some photos to share next year, and I know I will need to prioritize this personal goal or fail because there are no immediate consequences for ignoring it. Although this goal might sound easy, it is the one I am least confident in achieving. I will turn my trepidation into action.

Over the years, friends and associates have adopted the My Three Words approach after reading these annual blog posts. If it’s something you would like to try, what three words will guide you to success in 2024? I would be happy to mentor you through the process.

#goalsetting #planning #personaldevelopment #change #leadership #management #business #my3words

What 3 Words Will Guide You to Success in 2023?

It’s my tenth anniversary of using Chris Brogan’s “My Three Words” planning exercise to set myself up for success for the next year.  Like many, 2022 was a year of uncertainty, and this approach kept me focused on my priorities through most of the twists and turns I faced.

Here is how Chris’ technique works: After setting your goals for the year, select three words that will keep these aspirations top of mind and align your actions with achieving them. At the end of the year, assess their effectiveness before starting the process again, incorporating new learnings.  

2022 marked a fresh start after dedicating three years to creating my book, Change on the Run. To make good decisions about new opportunities, I chose words that would help me evaluate options.  My three words to guide me to success for the year were activate, breathe and outcomes.

Activate was about creating conditions where I could think objectively.  Being at the top of my game requires physical and mental regimens that are difficult to do consistently.  They include running, weight training, time for reflection and dedicated research.  It’s incredible what you can accomplish when you relentlessly stick to a plan.  My regimens gave me confidence through my assessments and dynamic client assignments.

Breathe refers to pausing before making commitments.  I have difficulty saying no to requests for change management support, which creates two risks: overextending my firm’s capacity and having to pass on new assignments that better align with my skills and expertise. Breathe was a reminder to pause and thoughtfully consider each opportunity before saying yes (or no).  It worked well until it didn’t.  In September, I fell into old behaviours and lost control of my calendar.  I quickly got back on track but suffered the consequences of my actions.

Outcomes prompted me to use consistent evaluation criteria for new engagements.  I was inspired by Marshall Goldsmith’s advice to “make sure that the benefits are truly worth your efforts” before doing something.  This word was a big help in defining and following a set of assessment questions for each opportunity.  I passed on a few speaking gigs and consulting assignments because they didn’t fit my parameters.

This year has been one of the best for pursuing my goals. Posting the three words on my monitor kept them top of mind except in the early fall when I let busyness distract me.  Next year I will also write them out daily, as recommended by Chris Brogan’s business partner, Rob Hatch.

I am looking forward to 2023. I have some exciting assignments, and I will be a kidney donor for a close friend.  My three words to guide me to success are room, reconnect and begin.

Room refers to holding time on my calendar to accommodate the rescheduling of commitments. I am conscious of the shifts I will make around my operation and client assignments, and I can’t inconvenience others through an overcommitted calendar. 

Reconnect reflects my desire to check in with family members, friends and former colleagues whom I haven’t seen in years. I have been thinking about Isaac Newton’s quote, “If I have seen further it is by standing on the shoulders of Giants,” and I don’t want to wait to say thank you. My Change on the Run podcast was an excellent vehicle for reconnecting with peers, and I intend to reach out to more people who have made a difference in my life.

Begin is a motivator to move into new territory, personally and professionally. The opposite of growth is stagnation, and I want to challenge myself to take on new experiences, build new skills and meet new people. This is a year for new beginnings, and I intend to be in the right mindset to see and pursue them.

Working through the My Three Words exercise has helped me define success for 2023. It has also given me tools to align my behaviour with achieving them. I know I will assess my accomplishments in December, and I am confident in my roadmap to accomplish my goals. 

Ten years of using the My Three Words planning exercise has helped me achieve many of my annual goals. You might want to try it to see if it works for you, and might even have a tenth anniversary, too.

#goalsetting #planning #personaldevelopment #change #leadership #management #business #my3words

How to Respond to Praise

 This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Share the recognition with fellow contributors.

BY DOING THIS

– Thank the giver of the praise.

– Identify those who contributed.

– Specify the roles they played.

Change initiatives can be gruelling and can feel like a succession of uphill battles characterized by tight deadlines, difficult challenges, stretched capabilities, and long hours. Giving and receiving recognition energizes individuals and teams and builds momentum to tackle the next tasks and activities.

Acknowledgement for your hard work feels great. It’s tempting to accept it by saying, “Thank you, I have been working hard." The best response is to share praise with those who contributed to the success and detail how they contributed, which maximizes the distinction. Saying, “Thank you, we all worked hard to hit this deadline, and Tim and Sandeep created a focused plan to get us there,” broadens the recognition and signals that you are a humble leader. People will notice your thoughtfulness.

Round off your acceptance by connecting the team’s capabilities with future achievements. By saying something like, “We’re on a roll,” or “We’re ready for the next challenge,” you encourage the behaviours that got the results and create the momentum for success to become a habit.

KNOWLEDGE BITES

RECOGNITION PLANNER TOOL: How will I respond to praise?

Express gratitude:

_________________________________________________________________________

Who else contributed?

_________________________________________________________________________

What did they do?

_________________________________________________________________________

SUCCESS TIP

Keep a list of acknowledgements to motivate yourself and the team in challenging times and to create a project summary at the project’s end.

For more stories, insights and advice, listen to the Responding to Praise podcast episode with communication and corporate affairs leader Saira Absar.

Phil Buckley is the author of Change on the Run and  Change with Confidence, host of the  Change on the Run Podcast, and co-creator of the  Sharing Change with Confidence Newsletter.

#change #changemanagement #businesstransformation #leadership #projectmanagement #praise #recognition #podcasts 

How to Negotiate Deadlines

 

This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Calculate the minimum time required and add a 10% contingency before setting a deadline.

BY DOING THIS

– List all required activities.

– Estimate the time required for each.

– Add 10% to account for delays and emergencies.

Project timelines include end dates of all activities and those of the tasks required to complete them. For example, new software training must be completed on the 30th because the system is going live on the 10th of the following month.

An inherent risk of interconnected deadlines is that one unrealistic deadline for an activity cascades through all the task deadlines leading up to it, regardless of how much time is necessary to complete them. It only takes one miscalculation to fail to meet a plan timeline. Many people respond to unrealistic deadlines with reckless optimism. They cut corners, eliminate steps or shorten timelines without understanding the impacts of their choices. Before they’ve even begun, they’ve added risk to their plan and are in jeopardy of failing.

The best timeline planning approach is to map out the minimum time required to achieve all your tasks and activities. These facts are your best defence against unrealistic expectations. You might not get all the time you need, but you will get more than the original estimate, and leaders will now co-own the time risks.

KNOWLEDGE BITES

MINIMUM TIMELINE PLANNER TOOL: What’s the least amount of time I need to complete my activities?

SUCCESS TIP

Don’t explain in detail why you did what you did. It’ll sound like you’re making excuses and take focus away from how you are fixing the mistake.

For more stories, insights and advice, listen to the Negotiating Deadlines podcast episode with executive and change leader Cathy Brown.

Phil Buckley is the author of Change on the Run and  Change with Confidence, host of the  Change on the Run Podcast, and co-creator of the  Sharing Change with Confidence Newsletter.

#change #changemanagement #businesstransformation #leadership #projectmanagement #deadlines #podcasts 

How to Handle Mistakes

 This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Own the mistake and how to correct it.

BY DOING THIS

–  Take accountability quickly.

–  Share steps to correct it and the help you need.

–  Detail what you learned and will do differently.

Mistakes are inevitable when managing change. There are too many moving pieces on different schedules and run by different people to avoid missteps.

Given the stress (and fear) that major change initiatives inevitably produces, people can default to responses that deflect ownership, compromise resolution, and obscure learning when something goes wrong. This behaviour often adds risk to the project and damages relationships. A better and more difficult approach is to expect and address mistakes as they appear.

Taking accountability for a mistake, especially in public, will set you apart. People will remember how calmly you handled the situation and soon will forget about the mistake. 

First, take ownership of the mistake. Next, state what you are doing to correct it. Talking about the solution focuses people on the path to correction vs. the actual mistake. Close off your comments by sharing what you learned and what you will do differently in the future.

KNOWLEDGE BITES

MISTAKE CORRECTION PLANNING TOOL: What are the steps I need to take to correct the mistake?

SUCCESS TIP

Don’t explain in detail why you did what you did. It’ll sound like you’re making excuses and take focus away from how you are fixing the mistake.

For more stories, insights and advice, listen to the Handling Mistakes podcast episode with executive and change leader Michelle Yanahan.

Phil Buckley is the author of Change on the Run and  Change with Confidence, host of the  Change on the Run Podcast, and co-creator of the  Sharing Change with Confidence Newsletter.

#change #changemanagement #transformation #leadership #projectmanagement #mistakes #podcasts 

How to Compete for Resources

 

This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Provide greater detail on the benefits of your project.

BY DOING THIS

–  Map each stakeholder’s benefits (internal and external).

–  Meet with each stakeholder to get examples.

–  Use quotes to build credibility for your pitch.

 

Most organizations take on change agendas that are larger than the resources available to implement them. Leaders struggle to prioritize multiple change initiatives because they all provide benefits, and generally there are differing views on which ones will deliver the most value. 

Most people starting a change project jump into planning without stepping back to assess the environment in which the change will take place. For example, if your change is launching at the same time as three other initiatives, odds are that the people you’re impacting will not have the capacity (time, skill and resources) to implement the plan as well as you’d like. Securing adequate resources to implement your plan is one of the most important negotiations you’ll have. 

Meet with each stakeholder to better understand the benefits they’ll get from your change. Greater detail backed by credible endorsements will make them more tangible and perhaps more valuable when compared to other projects, securing the resources you need.

KNOWLEDGE BITES

RESOURCE BUSINESS CASE BUILDER TOOL: Why should my project receive resources over others?

SUCCESS TIP

Quotes from people who have a stake in the change are personal and emotional—they are more convincing than the numbers.

For more stories, insights and advice, listen to the Competing for Resources podcast episode with executive and change leader Denis Kelly.

Phil Buckley is the author of Change on the Run and  Change with Confidence, host of the  Change on the Run Podcast, and co-creator of the  Sharing Change with Confidence Newsletter.

#change #changemanagement #transformation #leadership #projectmanagement #changesupport #podcasts 

How to Report Against a Timeline

 

This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Control the perception of your reporting status. 

BY DOING THIS

–  Share your status beyond the reporting status meetings.

–  Provide evidence of progress for credibility.

–  Communicate action plans to close any gaps.

Proactive reporting will save you many stress-filled hours and gain you leader and team member confidence should you miss a deadline or outcome. The goal is to communicate constantly about whether you’re on or behind the plan. People can handle the truth but hate surprises; be the first to update stakeholders on your progress. 

First, you need to know your true status. Inaccurate reporting destroys credibility and raises concerns about your capabilities. A false update is most damaging when someone on the project team has better or more reliable data—information that contradicts your own stated accounts. 

If you’re on track, present evidence; if you’re behind, be clear on the gap and how you’ll fill it. Noting the activities already in play is an effective way to lower tensions and shift the focus from the problem to its solution.

KNOWLEDGE BITES

GAP CLOSURE ACTION PLAN TOOL: What is my plan to get back on track?

SUCCESS TIP

Being clear on how and when you’ll update leaders on progress helps build confidence in your capability to get back on track because it gives them something concrete to test.

For more stories, insights and advice, listen to the Reporting Against a Timeline podcast episode with executive and change leader Jennifer Rhodes.

Phil Buckley is the author of Change on the Run and  Change with Confidence, host of the  Change on the Run Podcast, and co-creator of the  Sharing Change with Confidence Newsletter.

#change #changemanagement #transformation #leadership #projectmanagement #timlines t #podcasts 

How to Define Change Support

 

This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Ask people what they need.

BY DOING THIS

–  Review and align on the impacts of the change.

–  Ask people to select types of support from a master list.

–  Incorporate feedback into the change plan.

It's a fine balance between too much and too little change assistance. If you provide too much, people get stressed and may choose to opt out of activities; if you provide too little, people won't have the required mindsets, actions and behaviours to adopt the change.

Support activities need to accommodate people's realities. They must fit their needs and be easy to digest. The best and fastest way to select change enablement methods is to ask the people who are adopting the change what they need. They’re experts on current ways of working and will have a sense of what capabilities they need to adopt and challenges to overcome. 

Review the impacts of the change with representatives of those adopting the change. Provide a list of support options – skill training, coaching, job aids, simulations, etc. – and ask them to choose the ones they need. These inputs will help create a pragmatic and effective support plan to transition people to new ways of working.

KNOWLEDGE BITES

CHANGE SUPPORT WORKSHOP: What learning methods will best prepare people to adopt change?

SET UP (5 min.):

–  State the objective of identifying change support that meets people's needs and preferences.

–  Discuss the main impacts of the change and what people must think, do and behave to adopt the new ways of working.

ACTIVITY (20 min.):

–  Present a master list of learning options.

–  Ask people to choose the ones that would help them.

DEBRIEF (20 - 30 min.): 

–  Ask people to share why they choose their options.

–  Test for agreement among group members.

ACTIVITY (15 min.):

–  Ask the group to select the support options they believe would best meet the organization's needs.

CLOSE (5 min.):

–  Thank the group members for their participation, and state that their guidance is an important input into creating the change support plan.

SUCCESS TIP

Including the contributors' names in the change plan highlights and rewards their participation in making the change a success.

For more stories, insights and advice, listen to the Defining Change Support podcast episode with executive and change leader Stephen Sotto.

Phil Buckley is the author of Change on the Run and  Change with Confidence, host of the  Change on the Run Podcast, and co-creator of the  Sharing Change with Confidence Newsletter.

#change #changemanagement #transformation #leadership #projectmanagement #changesupport #podcasts