O Poder da Execução de Metas - Steven Lawrence

How many times have you set goals for yourself and failed to meet them - even though you vowed that "this time it will be different"? But it's not only on a personal level that this problem occurs - has your company, for example, achieved the desired goals?

Any goal needs to be built from a strategy, which is your guide to creating a successful strategy whether for your personal or professional life. Taking action is what leads to achievement.

Learn how to get your plans off the drawing board and into practice today with this summary!

The book “O Poder da Execução de Metas”

Published in February 2019, with 42 pages, “O Poder da Execução de Metas: O Guia definitivo para criar metas e objetivos eficientes que dão resultado” proposes strategies for action rather than just planning.

Divided into 10 short chapters, the book explains what a goal is, how to set strategic goals using SMART goals, and provides guidance on overcoming the fear of failure.

Who is the author Steven Lawrence?

Steven Lawrence is a freelance writer and has 16 other books published on Amazon. Highlights include “7 Simples Segredos Para Curar Sua Vida”; “Reprograme Sua Mente Para O Sucesso”, and “PNL: Reprograme O Seu Cérebro Com Técnicas Básicas De PNL”

Why read “O Poder da Execução de Metas”?

The book brings important insights for those seeking to set aside the frustration of not achieving the goals they set out to accomplish.

Whether you are a student or an entrepreneur, this reading will teach you a practical method to create your action plan and put your goal into practice so you can move toward success.

Key insights from the book “O Poder da Execução de Metas”

• Setting a goal is deciding what you would like to accomplish and creating an action plan to achieve the result;
• An action plan assembled without vision and strategy leaves you without direction and unable to effectively manage your actions;
• Effective communication is only achieved through constant practice;
• Decision-making dictates the success or failure of a company;
• An execution that can adapt to the unforeseen events that arise is successful;
• Be fully aware of where you are and where you want to go;
• Set very specific goals and take daily steps to achieve them.

How to set goals and achieve them?

Steven Lawrence argues that you need to be aware of the traps that can get in the way of executing your goal:

• Spend too much time on planning;
• Trying to implement all the phases at once;
• Prioritize the money and not the project;
• Not accepting help from others;
• Acting alone without consulting the team.

The author explains that when we define a goal, 5 steps are required for a strategic execution that will lead us to the achievement of the objective.

1 - Strategic Design

The author explains that the goal of strategic design is to present a method with clear objectives, this is the first step for any successful execution.

This planning needs to be done in advance, the author uses as an example someone who has the goal of being a volunteer. To achieve this goal he needs to organize in advance the hours he has available, the travel time, and the type of work he wants to offer.

Planning will prevent one goal from getting in the way of executing another. A professional goal will not impact a personal goal.

2 - Set clear goals

No matter how basic or simple your goal is, all you need is to keep it in mind and work focused on it. When you set a goal, you organize your thoughts and can see each step of the execution.

Remember that a goal needs to be measurable and attainable, be realistic. If a goal is too far away, break it down into smaller goals. An accurate vision of the goal will also help you avoid problems.

3 - Communicate your decisions

When a team is working towards a goal, meetings must be held to update the progress of each process needed to achieve the stipulated objective.

At this stage, it is important to receive feedback from all team members. The author suggests organizing daily meetings for operational groups and regular meetings between key process personnel.

4 - Track Progress

It is essential that along the way in executing a goal, you keep an eye on the results. Create key indicators to evaluate performance; if the influence is declining, analyze which processes need to be rethought.

Tracking progress is important to also see what is going right, what the positives are, and not to focus so much on the failures. Without this supervision, it becomes normal to always "put out fires".

Another benefit of this part of the process is that it becomes simpler to break down the tasks into smaller tasks, having smaller steps. This phase also helps employees to feel more motivated because of the feedback.

5 - Share the responsibility

In a project developed by a team, a fundamental phase is to report the results. The author gives the example of a basketball team, when you put the players on the court without a referee, the game is lost, but if someone is performing this charge, control is easier to execute.

“Although holding people accountable certainly helps business, it is only when accountability is made visible that real results are delivered.”

Steven Lawrence gives 4 tips to keep your team accountable during the project:

1. Discuss ideas to set expectations;
2. Search for information;
3. Actively train your team;
4. Review the strategy regularly.

How to set SMART goals?

In "O Poder da Execução de Metas" the author makes it clear that when you want to achieve goals, they need to be defined in a way that they can be achieved.

The author points out that you need to take daily actions that bring you closer to what you have as a goal. Watch your progress along the way and remember that goals will challenge you and require hard work.

A great method for this is to set SMART goals, see below for how to create them:

• Be specific to have direction;
• Measure, put dates, values, and numbers;
• Seja realista e defina metas alcançáveis, ou divida uma grande meta em várias pequenas;
• Be realistic and set achievable goals, or divide a big goal into several small ones;
• Set a time limit for execution. 

Is it important to have a performance coach?

The performance coach is important because he facilitates another individual's development and action planning with an outside view of the situation. In a team, he motivates the engagement for the execution of the project.

Many managers use this technique for employees to improve their problem-solving skills, crisis management and develop the ability to advance their careers.

What is the GROW model?

The GROW model has a simple structure, and the coach can use it to help the student define his goals with a focus on achieving them. The GROW model has 4 steps to be followed:

1. Goal;
2. Reality;
3. Options;
4. Will.

Each of these steps is broken down into smaller steps, which can be performed using questions:

1 - Identifying the goal:

• What do you want to achieve?
• What would be the ideal result?
• How can achieving this goal benefit you?

2 - Identifying the reality:

• Where are you concerning your goal?
• What is a major factor in your success so far?
• Why didn't you reach your goal?
• What would you do better this time?

3 - Options for exploration:

• What options do you have?
• What do you think you need to do next?
• What would you do differently than before?
• How could you do it differently?

4 - Exploring you will:

• How could you do it differently?
• Do you think something is missing?
• When will you start?

The author uses as an example someone looking to grow in their career, a SMART and GROW goal would be "be a team leader in the next two years", it is attainable, has a deadline, is measurable, relevant, and specific. After that, you can discuss with your coach how best to achieve it.

Why can't people achieve goals?

The author of “O Poder da Execução de Metas” cites the 6 most common reasons why people don't reach their goals and objectives, because when we don't reach the goals we want, a gap is created.

1. Making excuses out of fear, anxiety, or laziness;
2. Lack of meaning to the goal;
3. Not prioritizing and dividing attention;
4. Not committing to execution;
5. Not having a deadline;
6. Giving up halfway through.

How to overcome the fear of failure?

Steven Lawrence says that the biggest reason for not reaching a goal is the fear of failure, but he reminds us that not reaching a goal does not mean that you have failed, it just means that there is a strategy failure.

“The fear of failure can easily undermine your efforts to avoid the possibility of a major failure, immobilizing you and causing you to do nothing.”

The author reminds us that not everything happens as planned and that it is almost impossible to live without experiencing failure at some point. However, it is up to you to define your failure.

3 steps to overcome the fear of failure.

First of all, you have to be sure of success, don't let uncertainty stop you from having a chance to achieve what you want. Remember these 3 simple steps:

1. Analyze all possible results;
2. Take an attitude;
3. Stay away for a while.

“Failure is the mother of all success. It often serves as a catapult to propel people to become successful and achieve their goals.”

More books to put your plans into action

In “Miracle Morning Millionaires” Hal Elrod shares the habits of millionaires and how to apply them in your daily life, so you wake up focused on your goal.

In the book “The 8th Habit” you will learn from Stephen R. Covey how to thrive, innovate, and lead by making it all happen passionately by practicing this new habit.

The book “Não Negocie com a Preguiça” by Alê Prates, was structured to give you the tips and changes to take control of your life! No winding up, no technical terms, and especially no motivational lies.

Okay, so how to execute the goals?

• Go for your goals;
• Have a strategic action plan;
• Don't be afraid of failure;
• Create smart goals;
• Be patient, results come with time;
• Set goals that make sense for you or your company.

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