A snapshot survey conducted just a few weeks before 2015 comes to a close highlights that many of us did not achieve all we set out to achieve this year. Remarkably, only 36% of leaders, managers and employees surveyed felt they achieved \u2018all or almost all\u2019 of what they wanted to achieve this year at work.<\/strong><\/p>\n
The results, taken from Leadership Management Australia\u2019s 2015 Achievements Survey \u2013 part of the ongoing Leadership Employment and Direction (L.E.A.D.) Survey series \u2013 show that around one-in-two (52%) achieved \u2018half or more\u2019 of what they had hoped to in 2015.<\/p>\n
The remaining 12% claimed to have achieved \u2018less than half\u2019 of what they intended (10%) or \u2018very little\/none\u2019 of what they planned to achieve (2%).<\/p>\n
According to those achieving at least some of what they wanted to, the Top 5 Contributors to Achievement were:<\/p>\n\n\n\n\n\n\n\n\n In contrast, those who fell short of achieving all or almost all of what they had hoped to cited the following as the Top 5 Factors Limiting Achievement:<\/p>\n\n\n\n\n\n\n\n\n\n (Note \u2013 respondents could nominate up to three contributing and three limiting factors)<\/em><\/p>\n LMA\u2019s Executive Director of Strategy and Growth, Andrew Henderson surmises that \u201cthere\u2019s a lot to be said for having clear targets, managing time well, delegating effectively and using structured goal setting to drive achievement.\u201d<\/p>\n Based on these results, it seems that those who have achieved the most in 2015 have taken the time to plan the various aspects of their year \u2013 a central theme of LMA\u2019s unique learning experience that typifies its approach to training and development.<\/p>\n \u201cAll too often, people at all levels of organisations just let the year happen to them. They wake up at the end of the year disappointed with the ways things turned out. Having a goal-directed plan, backed by a consistent approach to developing and supporting people at all levels of the organisation is essential to deliver exceptional results through people\u201d, he said.<\/p>\n Have you got a plan for you and your team for 2016?<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":" A snapshot survey conducted just a few weeks before 2015 comes to a close highlights that many of us did not achieve all we set out to achieve this year. Remarkably, only 36% of leaders, managers and employees surveyed felt they achieved \u2018all or almost all\u2019 of what they wanted to achieve this year at […]<\/p>\n","protected":false},"author":2,"featured_media":32662,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"ngg_post_thumbnail":0},"categories":[2,4,5],"tags":[],"yoast_head":"\n\n\n\n\n\n\n\n\n\n\n\n\n\n\t\n\t\n\n\t\n\t\n\t\nRanking<\/strong><\/td>\n %<\/strong><\/td>\n<\/tr>\n 1. Clear targets \/ objectives<\/td>\n 38<\/td>\n<\/tr>\n =2. Effective time management<\/td>\n 35<\/td>\n<\/tr>\n =2. Support from team members \/ colleagues<\/td>\n 35<\/td>\n<\/tr>\n 4. Effective delegation<\/td>\n 28<\/td>\n<\/tr>\n 5. Structured goal setting and review<\/td>\n 24<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n Ranking<\/strong><\/td>\n %<\/strong><\/td>\n<\/tr>\n 1. Lack of management support<\/td>\n 28<\/td>\n<\/tr>\n 2. Insufficient access to resources \/ materials<\/td>\n 26<\/td>\n<\/tr>\n 3. Not controlling \/ managing interruptions<\/td>\n 24<\/td>\n<\/tr>\n 4. Insufficient access to staff \/ personnel<\/td>\n 22<\/td>\n<\/tr>\n =5. Unclear targets \/ objectives<\/td>\n 21<\/td>\n<\/tr>\n =5. Ineffective time management<\/td>\n 21<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n