Leadership in Action – Creating a Sense of Accomplishment

two person smiling during daytime

This final post of five, on the PERMA model for Well Being, covers the A – Accomplishment. When your team members are striving to accomplish goals that are internally motivated, they build a sense of accomplishment around the success of meeting those goals. This sense of accomplishment creates resilience, energy and increased competence.

 

As a leader, one of your most important roles is to ensure that your team members believe their effort makes a difference. The more your team members have a sense of their effort making a difference, the more the attainment of goals becomes a “Want To,” thereby becoming an internal locus of control. As goal accomplishment becomes more natural, striving and resilience increases, and they maximize the positive benefit for well-being. To ensure that their effort makes a difference, connect their jobs to the success of the team and the organization as a whole. Your goal is to answer how their activity contributes to the whole.

 

To build that “Want To” energy, you need to ensure that the goals and expectations are clear and aligned to the strategy of the organization. Clear goals have the characteristics often referred to as SMART: Specific, Measurable, Attainable, Relevant and Time-bound. When you collaborate with your team, either collectively or one-on-one jointly developing SMART goals, you build the internal locus of control, the ownership, that is vital to making the process a “want to.” You can set the broad view of what success looks like by setting the criteria for success. From there, you ask the team to develop the plan and to set the milestones for monitoring the progression of the project towards goal achievement.

 

As an effective leader, you actively celebrate the accomplishments of your team members. To reinforce the intrinsic nature of healthy goal accomplishment is to help structure your team members to recognize and celebrate their successes. You can do this by asking them what they are proud of after they have completed a project. You can also help them structure a personal practice of journaling their daily accomplishments. Daily accomplishments do not have to be major goal achievements. They can be progress towards completing larger goals, or smaller goals that simply make the day go smoother. These smaller goals can be contributing to a meeting, getting a report done on time or helping a teammate solve a problem. These daily accomplishments build a mindset of efficacy that continues to strengthen well-being through greater resilience and striving towards excellence.

 

As you Nurture Growth towards the accomplishment of clear goals, you create an internally-driven need to strive, build resilience to setbacks, increase energy and motivation and enhance competence.