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FLEXO Magazine : November 2009
60 FLEXO NOVEMBER 2009 www.flexography.org It is Fall---an ideal time to look at 2009 and review what went right and what could have gone better for your orga- nization. What better time than now to have you and your management team set your 2010 business goals? But you may ask, "Why bother setting business goals for my com- pany? Why not do the best I can and let the chips fall where they may? I have been doing it this way and there is no need to make any change." Am I summarizing some of your current thoughts? If your results for 2009 are not where you think they should have been, maybe setting goals for 2010 will help. If you are happy as to where you are project- ing your finish in 2009, don't you ask yourself if they could have been even better if you and your team had set business goals? For an organization to achieve its long term objectives, setting annual business goals is a must, especially in the economy we are challenged with currently. However, setting those goals is only the first step. I am sure that you have all heard the saying that if you don't know where you are going, then any road will do. I am suggesting that the same is true for business. By having you and your management team set goals, you now have a target to shoot at. These goals/ objectives certainly should include revenue but they can and should include much more. Growth in market share, improved customer satisfaction, reduction in accounts receiv- able days outstanding, increased safety on the plant floor, productivity growth, and improvement in employee morale are just some of the areas that objectives can be set for the upcoming year. Setting goals and objectives for an organization need to be done with the management team, not just by the owner or president. The reason that this is important is because the second step after creating these goals is to set a game plan in place to achieve them. Everyone needs to have buy-in here to increase the odds of success. This also is the only way you get accountability. Once the goals are set, they need to be broken down by unit and communicated to the individuals on the vari- ous teams (e.g. sales, production, HR, etc.). I have asked presidents of companies if they have set goals for this year. I usually get a " yes." However, when I ask if these goals have been shared and broken down by unit I usually get the deer-in-the-headlights stare. By com- municating these goals and breaking them down by unit and even indi- vidual you change the game. When an employee under- stands what he/she needs to do and why it is important for the company 's objective, a major shift occurs. You take an employee with an employee's attitude and change him/her to a teammate. This is an altogether different attitude. Set goals, and create a game plan to achieve these goals. We all know we should do this, but who has the time? We can't drain the swamp because we are too busy shooting alligators! I remember an interview on 60 Minutes many years ago with Bob Knight, then the basketball coach for Indiana. The interviewer asked Knight if he was so success- ful because he wanted to win more than everyone else. Knight's answer was classic. He said all college coaches want to win as much as he does. However, not all are willing to pay the price to prepare to win like he does. Are you and your team willing to pay the price of prepara- tion to win? I guarantee you that your competition is focusing on 2010 and beyond right now. Can you afford not to? ABOUT THE AUTHOR: Roger Bostdorff is the president of B2B Sales Boost. He spent more than 30 years with IBM in sales and sales management. B2B Sales Boost is a consulting company helping organizations improve their sales and overall busi- ness processes. You can find more about B2B Sales Boost on the web at www.b2bsalesboost.com or calling 419-351-4347. If you would like to receive the B2B Sales Boost Newsletter please send an email to email@example.com. Setting Business Goals Can You Afford Not To? By Roger Bostdorff • By having you and your management team set goals, you now have a target to shoot at. • Setting goals and objectives for an organization need to be done with the management team, not just by the owner or president. • When an employee understands what he/she needs to do and why it is important for the company's ob- jective, a major shift occurs. PLANTS & PROCESSES
Sustainable Fall 2009