Whether you set goals, make resolutions, or just list the things you want to do in the next 365 days, January always has us thinking about what we might accomplish in the new year. Leaders know that the possibilities for growth and a fresh perspective extend to the workplace, thus, stating company goals is a common technique to improve employee motivation.

Personal goals have the same power to drive enthusiasm and ownership in the workplace, and that is exactly what we’re talking about today.

To be resolved is to decide firmly on a course of action, so let’s bring our resolve to 2023!

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Workplace resolutions aren’t new, but it can still be difficult to understand what part they should take in daily life. Generally speaking, resolutions are more qualitative than quantitative, so they’re going to look different than quarterly goals or KPIs. They tend to be a little more personal, such as: increase participation in meetings, get to know team members better, or make time for skill development.

After resolutions are made, set yourself or team up for success by building a system to support their resolutions long-term. You may accomplish this by scheduling a team meeting to have a casual discussion about what your employees hope to achieve in the coming year. It can be a great way to unite the team and create a vision of what is important for your culture.

Want some tips about setting New Year’s resolutions at work? Read this.

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Most of us can agree that having a growth mindset is a good thing. But there are still a lot of misconceptions about what having a growth mindset really means. Simply having a positive outlook on life, keeping an open mind, or praising effort is not a growth mindset. To have what Carol Dweck termed a growth mindset, you need to believe that skills and intelligence can be grown and developed through hard work, good strategies, and input from others.

Those with a growth mindset tend to achieve more than those with a fixed mindset because they focus less on looking smart and more on learning and growing. Both individual persons and entire companies can be guilty of keeping a fixed mindset, so it will be crucial to adopt a culture of growth to help your team members fulfill their resolutions.

Learn some common myths about growth mindsets and how you can improve the growth mindset on your team by watching this.

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Sometimes it can be difficult to maintain the habits you were once determined to keep while you’re in the throes of stress and work. A good preventative measure against these inevitable moments is to write down your “why” for the resolution immediately after you make it. Put it somewhere you will look often, and give yourself some specific cues so that you know you are on the right track with your goals. Another trick is to make use of existing habits to form new ones, i.e. every time I go fill up my water bottle I stop and talk to someone on another team. Remember that resolutions can start small, and you have a much larger chance of success if you have an accountability partner.

Check this out for some additional encouragement.

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If you want a way to help your team comfortably share goals with each other, play the One, Some, Many game. It’s a fun way to demonstrate how many of us have the same goals, and also highlights the differences that make everyone a little unique. The purpose of the game is to identify common group goals so that the team can find ways of achieving them together, but it’s also a nice way for the team to bond.

For instructions to One, Some, Many, try this.

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Tracking goals and resolutions is an important part of successfully meeting them. Regularly reporting progress to an external source might add an extra step, but it will also be easier to visualize the improvement you have made. Keep your resolutions top of mind by having an app track your progress and set reminders. Strides’ goals and habits dashboard makes it easy to update your progress and stay motivated.

Get this and watch your habits change.

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Oh, and don’t forget this.

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See you 'round the 🔥 ,

Campfire

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*Campfire is not affiliated with any of the people, products, or services listed in this article unless explicitly stated.

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