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General Strategy

Why lists of resolutions fail and what to do instead

A more effective alternative: Focus and constant work

New Year’s resolution lists are often like fireworks: spectacular at the beginning, but fleeting and difficult to maintain over time. Instead of embarking on this annual tradition that often ends in frustration, there is a more realistic and effective alternative: focus on constant progress and work steadily throughout the year.

Work on systems, not goals

The problem with traditional goals is that, although they establish a destination, they do not offer a map to get there. This is where systems come into play. A system does not focus on the final goal, but on the daily actions that bring you closer to it. For example, instead of setting a goal of “losing 10 kilos,” you could work on a system based on small, sustainable habits, such as walking 15 minutes a day, cooking healthier meals or gradually reducing sugar consumption.

The advantage of a system is that it creates a structural change in your routine. You’re not just chasing a one-time result, you’re transforming your lifestyle. In the end, the results come as a natural consequence of those consistent habits.

The power of a quarterly approach

A whole year can be overwhelming and difficult to plan. Why not break it down into more manageable blocks? A quarterly approach allows you to set smaller, attainable goals, which can be regularly reviewed and adjusted. This creates a positive feedback loop: each quarterly achievement drives motivation for the next.

For example, if your goal is to learn a new language, you could break it down into quarterly goals. In the first quarter, focus on basic vocabulary; in the second, practice simple phrases in specific contexts, and so on. This approach not only gives you clarity, but also a tangible sense of progress.

The importance of constant reflection

Growth is not linear, and it’s crucial to allow yourself the space to evaluate what’s working and what’s not. Set regular moments to reflect: What did you accomplish this month? What obstacles did you face? What can you adjust for the next period?

Keeping a progress journal or using digital tools like productivity apps can be helpful in recording and measuring your progress. Not only does this process keep you focused, it also gives you the opportunity to celebrate the small successes that often go unnoticed on traditional resolution lists.

Bottom Line: Consistency is the Way

Abandoning resolution lists doesn’t mean giving up on your dreams, but rather approaching them from a more realistic and effective perspective. Instead of seeking drastic changes, aim for consistency over time. The key is to build systems, break your goals down into manageable steps, and continually reflect to adjust course.

Success isn’t measured by how much you change at the end of the year, but by the small actions you take each day. What system can you start today to get closer to what you really want?

#NewYear #NewYearResolutions #RealChange #SustainableGrowth #SustainableStrategies #Productivity #PersonalDevelopment #HealthyHabits #Goals #Progress

Author: Smart Consulting

Categories
Family businesses Strategy

Challenges and innovative trends in talent management in family businesses

Talent management is a fundamental pillar in any company, and in the context of family businesses, adapting to emerging trends is essential to ensure long-term success. In this article, we will explore current challenges and present novel trends in talent management in family businesses, along with innovative strategies to address them.

Succession and continuity

Innovative board: Implementation of a “Family Innovation Council” (CIF)

The CIF is a strategic body made up of family members and external experts who meet periodically to explore new business opportunities, identify emerging trends and foster innovation. This allows for a smoother leadership transition by involving the next generation in exploring new paths and strategies.

Conflict of interest:

Innovative board: Creation of an “Ethics and Governance Committee”

This committee, made up of family members and external professionals, is responsible for monitoring and resolving ethical and interest conflicts. Implement a clear code of ethics and establish conflict resolution protocols to ensure fairness and integrity in all business decisions.

Leadership Development:

Innovative Tip: “Cross-Mentoring” Programs

Rather than limiting yourself to traditional mentoring within the family, establish cross-mentoring programs that pair family members with high-performing non-family leaders in the company. This encourages diversity of perspectives and the adoption of best practices.

Communication and Alignment:

Innovative Tip: “Collaborative Communication” Platforms

Implement collaborative communication technology platforms that facilitate real-time interaction between all family members and employees. Use data analytics tools to measure the effectiveness of communication and make adjustments as needed.

Diversity and Professionalization:

Innovative Tip: “Innovation Advisory Board”

Form an advisory board comprised of external leaders and experts from diverse industries. Its primary role is to offer fresh insights and external perspectives to drive innovation and adaptation to new trends.

Resistance to change:

Innovative tip: “Agile Change Teams”

Take the agile approach to change management, establishing multidisciplinary teams tasked with identifying, testing and implementing innovative solutions. Flexibility and responsiveness are essential to meet changing market challenges.

Conclusion

Talent management in family businesses is constantly evolving to meet current and future challenges. Implementing innovative approaches such as CIF, ethics and governance committees, cross-mentoring programs, collaborative communication platforms, innovation advisory boards and agile change teams can help family businesses thrive in an ever-changing business world.

These strategies allow leveraging the wealth of diverse talents and perspectives, which in turn ensures continuity and long-term success.

Quoting Peter Drucker “Organizational culture eats strategy for breakfast” certainly suggests that leaders need to work harder on talent management, otherwise strategies will not have the impact they were designed on paper.

Author: Smart Consulting

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