Local and international research has found that there are eight key drivers that can improve the productivity, efficiency and profitability of any business. They are:

1. Creating a productive work culture based on shared values. Positive relationships between staff, teams and managers are the foundation of improving workplace productivity.
2. Shared Goals and Vision. Productive organizations know where they are going, what they will achieve and how everyone in the organization contributes to achievement and success.
3. Show positive attitude and superior alignment. The skills and knowledge of people are a company’s biggest asset. To put it simply what people know and can do is the difference between success and failure. Making sure that the right resources are optimally used creates profitability. The attitude that people show each day radically impacts an organizations ability to align their resources effectively and efficiently.
4. Influencing, networking and collaboration. Productive workplaces keep abreast of new ideas and technologies and network regularly with others. Effectively influencing stakeholders is key to revenue, collaborations and overall business success.
5. Nature of leadership and management. Research shows leadership needs to be developed at every level of an organisation, not just amongst managers. The flexibility of individual leadership style is the difference between an engaged or involved workforce and a high-stress, low morale, ‘jobsworth’ inefficiency.
6. 6. Outcomes and tactics. Productive workplaces have structures, systems and processes that are well-organised and adaptable. Successful organizations find the optimum balance of (urgent) tasks and (important) goals.
7. Learning and Review. The organisation that continually learns and shares is agile, flexible and successful.
8. Measuring what matters. Productive workplaces understand and measure the things that make the biggest difference to their business, whether it’s customer satisfaction, employee morale or feedback from suppliers. These indicators make it easy for everyone to share goals and work towards them.

All of these drivers are the responsibility of the organisation’s leadership. At CELSIM, we have more than 20 years experience in developing targeted development for individuals that impacts the organization.

In designing appropriate development interventions, our approach is to uncover the needs of the organization in the business environment, and the personal development needs of the individuals.

Finding the best balance that addresses these needs within your budget and your timeframe results in an effective solution.

Our paradigm is experiential learning because this accelerates the learning process and enhances immediate, sustained business impact.

You are invited to undertake the GAINMORE^TM DNA (Development Needs Analysis) for your organization to help understand the most pressing business development needs. We will then follow up with you to recommend an approach that will make you and your organization more successful.

Contact us to start driving your profitability forward.

Copyright © 2009 CELSIM. Rights Reserved

When I begin discussing goals in our Mind Advantage workouts , most of the participants start with a belief that the goal in Golf is obvious. For some people this is true, though are the goals really that obvious? So I ask everyone to write down their top three golfing goals and back come a range of responses.

Most people also add a qualifying statement – such as “it depends on who I’m playing with”, or “it depends on the course” and so on. After a few moments discussing the many and various goals that people have in regard to their golf – it quickly becomes apparent that the goals are not so obvious after all.

Achieving our goals is a very fulfilling and satisfying achievement. Once achieved, a goal provides us with a sense of accomplishment and our confidence in ourselves grows.

It’s not just in golf either. Having clearly defined goals for yourself places you in the top 5% of the population in terms of having the highest probability of getting what you want from life.

A study in a US College several years ago aimed at finding out how many students had written goals and if this had had any direct influence on what they accomplished in their lives. The researchers asked students of a graduating class about their written goals and then followed up later in life to find out what had happened.

The study showed that a mere 3% of the graduating class had clearly defined and written goals. This is quite surprising but when the researchers followed up later in life they discovered something really quite astounding: Those who had written clearly defined goals were worth, in financial terms, as much as the remaining 97% combined! Let me just paraphrase that to make sure you understand. Those individuals who, at college graduation, had written their own clearly defined goals were 33 times financially better off than their peers who had not written their goals!

If this doesn’t fire you up I don’t know what will.

There are many other studies that causally link goal setting with successful achievement – from goal setting in the classroom to success in academic grades, from goal setting in career aspirations to successful achievement, from goal setting in business to success in business.

So what do you want in your golf? What do you want to achieve in your career? life?

If you have never established clearly defined goals for yourself, and written them down, you are not alone. What we will be doing in this session, is helping you translate your desires, your wants and wishes into written form and design an action plan to achieve them. Best of all – your goals are going to be fulfilled!

So why don’t most people achieve their goals. Well, not setting any to start with is a pretty sure fire route to not achieving them. Yet many people once set goals for themselves – many were encouraged at school, and thankfully, many more continue to do so now than before.

Essentially, like everything else we will be discussing here, it’s all in the mind. Frequently, when I ask participants on our programmes why they stopped setting goals, they reply that they ‘tried it’ but they didn’t succeed. And when hey continued with the activity and continued not to achieve the goals, after a while they ‘just sort of gave up’. You’ll realise of course, that if you do something repeatedly, and repeatedly get no success – your desire to continue with the activity diminishes rapidly. So, your mind does you a favour by not setting any more goals. That way, you won’t be disappointed and you can avoid the discomfort of not achieving them.

“I don’t like to get my hopes dashed.” “I can’t have my dreams shattered.” “I don’t want to be seen as a goal seeker.” “It’s too painful to not achieve them.” These are just some examples of ‘reasons’ we hear. So the safest, kindest thing to do to ourselves is stop setting goals. So we do. No goals=no pain.

“Goals don’t achieve anything!” Several participants have told me. And they are ABSOLUTELY CORRECT! Goals and the setting of goals does NOTHING!
ACTING ON THEM does!

Why oh why don’t we act on our goals? Don’t fret, you are not alone if you haven’t acted on achieving your goals. So, what we need is a goal setting process that includes the action plan – this we will discuss in detail in the session on Outcome-based coaching. Before that, in the session on Motivation, we’ll add that essential ingredient to achievement as well.