Whatever time of year you decide to set some new goals, there will be key factors that will make the difference between you achieving your goals, or adding them back on your list the following year.

Set yourself goals which really excite you!

• Can you feel the pleasure you will have when you achieve your goal?
• Can you feel your heart race when you contemplate the difference that will be made by your achievement?
• Think Big! Let your thoughts take your breathe away!

Then:

1. Write it down - Goals that are recorded are much more likely to be achieved.
2. Share it - Telling friends and loved ones puts your aims ‘out there’ and helps to make you accountable to someone beyond yourself! If you use Facebook, Twitter or other social media - put your aim out there too!
3. Get support - that’s why step 2 is so important. Once we let others know what we want to achieve, we open up opportunities for others to support us. Ask clearly for the support you want.
4. Set a time limit - have an aim to achieve your goal within a specific time and put it in your diary. Also write in key stages along the way to review progress - this can be really useful if you leave things to the last minute.
5. Reward yourself - when you achieve your goal. So often we forget to recognise our achievements…this is the time to pat yourself on the back, thank your supporters and find something meaningful to you to celebrate what you have achieved.

“It is not because things are difficult that we do not dare, it is because we do not dare that things are difficult” Seneca

If you are not daring, if there is no excitment in your goals - don’t do it. Really. Save your energy until you find the thing that gets you excited. Or get a coach to challenge you to be your best!

Deep, thick, sludgy mud.

It clamps around our legs and feet and makes it feel almost impossible to move with ease. Physically we feel slugish, mentally we feel indecisive and demotivated.

Clearing that ’stuck in the mud’ feeling - by addressing what is keeping us stuck, dealing with our issues, fears, confused feelings and old demons, can allow us to make decisions and create a clear way forward. When we do that, we also release  bottled up energy that has been rattling around and keeping us in one confused place. That energy, with a clear direction and release, can fuel our efforts to make things better, try a new business idea, get to the gym, motivate others to come on board with us and strive to our best performance.

What is keeping you stuck?

What will you do with the energy that is released when you create a way forward?

The CTI  (Coaches Training Institute) course I found was for both new and experienced coaches, and like any effective development, allows us to improve our skills and understanding, whatever our start point. There is quite an investment, in terms of time and money, and this really needs to feel worthwhile for me (especially as I miss weekends with loved ones).

The CTI course has been a fantastic investment - I have met some great fellow coaches and have been able to get feedback on my skills and develop further the kind of coaching I want to offer. I completed the training at the end of July, and have already been able to enhance the coaching I offer, in line with my values of continual development and striving to being the best I can be.

In a time when budgets are restricted and we are all conscious of both price and value, what are the areas you would want to prioritise for development? Can you, or your business, manage without investing in ongoing development? We continue to need effective management and skilled workers, particularly when dealing with a recession hit industry/sector. We also need to keep our eye on the future and be ready with the appropriate skills for upturns when they start.

There are lots of ways to invest in development, including coaching, training and facilitation, where an external resource is really useful to maximise learning and value. There are also great models around of people sharing their learning with colleagues, mentoring, and skill sharing groups, which are really useful to consider when wanting to maximise current resources.

In addition, online resources can be really helpful - either for free information or at a low cost investment. One of my favourites is: mind tools  - a regular newsletter and in depth articles have stimulated a lot of thought for my work.

 What investments in development are you making now and what low cost / high value options have you found?

During Volunteer’s Week I received a certificate of thanks for the Trustee volunteering I do with Citizens Advice. Feeling that what I do can make a difference for others is the biggest reward I can ask for - but a thank you is very much appreciated - a reminder that what I and many other volunteers offer, is valued by the organisation we give time to. It also tells me that the organisation is doing what it can to demonstrate to us it’s authentic aim to include and value volunteers.

Not all experiences of volunteering are valued - I have my own stories to tell and get to hear from many others. The biggest issues seem to be that when we volunteer our time we may end up feeling underutilised, that the organisation is unorganised or our tasks are boring. Recent research highlighted in Third Sector unlines these issues    

I’ve also found that organisations do not always follow up on offers even when they say they want to involve you. I’m very supportive of the idea that not everyone that puts themselves forward is necessarily the best person for the role the organisation needs filled. However, if an organisation says it wants volunteers - then a timely follow through is essential. This is a relatively common complaint (against the standard that this should be a rare error) - a volunteer will feel better valued if they are told that they are not right for the role, that there is no vacancy or that another organisation may need them, rather than having no response to their offer to help…Time for organisations to ensure their authenticity in making an appeal for volunteers and following though!

If you are supporting volunteering as part of your Corporate Social Responsibility agenda, does the feedback you get from staff tell you that their time is fully maximised, and that they are as satisfied as you all hoped?

If you involve volunteers - have you checked the timeliness and effectiveness of follow ups to offers of help?

A great new recruitment campaign

Following some consultancy work I carried out with British Heart Foundation, they have initiated a new recruitment campaign with appeals from existing volunteers.  They offer a great example of valuing their existing volunteers by asking them to help appeal to others, and of giving clear indications on how volunteers can help. The video of volunteers talking about why they got involved and what they do is great!

Volunteering and Coaching

I’m about to embark on investigating potential ways of offering pro bono coaching with a group of like minded coaches - for me a great way to combine my coaching, management and volunteering experience. More to follow…

 Do let me know your thoughts on any of the issues above:

Coaching can deal with an incredibly wide range of subjects and will often incorporate both work and life issues.

Effective coaching will follow the agenda you set as the client, but will also challenge and support you to perform to your best, both in work and in other areas of your life, as you decide.

However, if you are new to coaching, there can be many unknown factors:

• How does coaching work?
• What can I expect to gain?
• What subjects or areas can I be coached on?
• Will I get on with the coach?
• Will the approach be right for me?

The best way to get an effective answer to these questions is to try a sample session.

I offer complimentary sample sessions to anyone considering engaging me as their coach - just contact me to set up a convenient time for a free 30 minute phone session.