I have a good friend who prepared for a goal meeting. She struggled with creating a list of goals because she had not  been given a clear company direction and vision the goals would help accomplish. Apparently the goals didn’t line up with the undisclosed vision and strategy; she left the meeting discouraged and
frustrated. She has started referring to these events as “no” meetings.

Are you the kind of manager who calls “no” meetings? Do you ask for blind input without communicating vision?

No matter what your role, don’t ask for input in a way that leaves people frustrated and discouraged. Instead, work ahead of time to make sure they know your big picture so they have a direction. Combine that preparation with these three steps, and you’ll be surprised at the results.

Be Enthusiastic. It takes a lot of thought to put together a list of goals that contribute to the big picture. How hard can it be to be enthusiastic if you have a thinking employee? Thinking means engaged. Engaged means happy. Happy means loyal. You should be jumping up and down about now!

Be Encouraging. No matter how hard someone works, it’s not possible that all their goal will be on target. Care­fully evaluate their contribu­tions and pick some that most closely match your vision. Talk about how they can be carried out. You’re supporting an employee who cares about your future. Build their confidence. Give praise. Let go with a big woohoo!

Be Trusting. This one is hard. Tell them to achieve the goals you both agree meet the vision, and let them go. An employee who is trusted feels valued. Valued emplo­yees think more, work har­der, contribute for the team. You’ve just created an employee who rallies the troops to complete projects. Rein­force. Counsel. Do everything you can to keep this sprea­ding through the company!

So there you have it. Turn the tables with preparation follo­wed by a lot of enthusiasm, encouragement and trust. Banish “no” meetings!