The Best Gift You Can Give Your Organization This Year

Sean opened the cheerful red envelope that topped the small pile of mail on his kitchen counter. The year’s first holiday party invitation had arrived.  

The chief revenue officer couldn’t believe it was that time again. Seasonal activities were poised to explode. Sean was thankful for the family, friends, and loved ones with whom he’d reconnect. The card was a reminder, however, that Q4 was quickly flying by. Worries about work made the festive celebrations seem much too far away.

Confusion at the Year's Conclusion

Sean was tired, and his team was, too. They had started the year with high energy and a real sense of mission, but as the months passed, they steadily lost focus. Several new projects had been added to their roster of goals—some successful, and some yet to be determined. Sean and his team were overwhelmed, and everything felt muddled. Worse, cracks were starting to form in their trust and communication. Sean sat down and texted his previous boss, Aidan. Although now retired, his past supervisor was always there to mentor Sean when he needed sound counsel.  

The Risks of Too Much Change

Joining one another for a quick lunch the following week, Sean described his fuzziness and dwindling energy to Aidan. The seasoned former CEO reminded him that, post-COVID, much had changed within the organization including staffing cuts and pivots in initiatives. Sean had recently been promoted to his current role, and in his enthusiasm he hadn’t bothered to pace himself. In the quest to weather these transitions, he ran out of fuel for himself, and for his team.    

Both men had seen Gallup’s 2024 State of the Global Workplace Report illuminating the skyrocketing levels of disengagement among employees and leaders. If Sean didn’t do something soon, he ran the risk of starting the new year off on a crash course to low productivity, stressed-out workers, and a bruised bottom line.  

“Believe me, I’ve been there,” Aidan reassured his former employee. “But you don’t have time to waste in getting the situation back on track for yourself as well as your team.”  

He pulled over a napkin and wrote three words:  

Priorities  
Tactics 
Responsibilities  

The retired CEO began to explain.   

Clarifying Priorities

“Imagine yourself this time next year,” said Sean’s mentor. “What would success look like? And what needs to change within the organization, your team, and yourself to get there?”  

Sean replied with a laundry list that included new hires, increased resources, and stretch goals. All positive ideas, Aidan affirmed. But then he circled the word “priorities” on the napkin.  

“Most teams can only make meaningful progress on 1-2 strategic-level goals per quarter,” the former CEO explained. “Think about it: that’s only 4-8 per year. And that’s not counting any obstacles your team may encounter dealing with the complex stressors of today’s work landscape.” 

Sean took a second to think about his group of employees. According to Gallup’s research, one in five workers experience loneliness daily; even more when they worked remotely full-time. He thought of Bobbie, one of his top managers, who had been quieter than normal lately. Was he really tuned in to how she and the rest of the team were feeling right now?  

“Overexpectation leads to overwhelm,” said Aidan. “For the sake of yourself and your team, get clear on your priorities.” 

Identifying Tactics

Sean revised his “success list”, eliminating several items. Aiden nodded. He then returned to his napkin and circled the word “tactics”.  

“So, what are the specific strategies you need to implement?”  

This time, Sean cut to the chase and asked Aidan for his feedback.  

 “You need to be honest about where you are today--realistic about the steps you need to take--and specific about your timeline,” Aidan said.   

Sean’s former boss reminded him that there are many ways to accomplish any given task. To avoid frustration and overlap for individuals and the organization, it is critical to clarify what methods will be implemented to reach the prioritized goals. And, Sean needed to remember that these approaches may, or may not, be successful. 

“It is imperative to determine on the front end how you will measure success, and how long you should stick with a given tactic before adjusting your team’s approach,” said Aidan. “Too often, organizations miss this step and the result is a snowball effect. New tactics are continually added without scrapping the old ones, leaving employees with an unattainable ‘To-do’ list.”  

Assigning Responsibility

Aidan returned to the napkin one final time to circle the word “Responsibilities”.  

“You and I have talked many times about how important role clarity is to high-functioning teams, but it can’t be overstated,” Aidan reminded Sean. “For a team to function at its best, everyone knows the part they play and how they fit into the overall mission of the organization. And when you change or clarify goals, you must recalibrate to be sure that role clarity remains intact.” 

Sean agreed, thinking about the anecdotal references in the Gallup report praising managers for knowing, understanding, and guiding their people well.  

“When duties and responsibilities become common knowledge among your team,” said Aidan, “trust is increased, and the desire to leave is far from any of your employees’ minds.”  

A Pre-Christmas Gathering

Sean asked Aidan what his next step should be.  

“Make time for yourself and your team to get away and reconnect before year’s end,” said Sean’s mentor. “Be honest with them about your own feelings. Remember how Gallup reported that managers experience more daily stress, sadness, and worry than non-managers? As their leader, it’s okay to admit this and search for solutions together.” 

He added, “It will be the best gift you can give them.”  

New Year, All Clear

When Sean joined his former supervisor for coffee the next February, there was a spring in the CRO’s step. Before the previous year came to an end, Sean had taken his group on a facilitated, overnight retreat in the mountains complete with good food, spectacular views, structured training, and ample time for formal and informal conversation.   

Sean’s team members breathed a collective sigh of relief that they weren’t the only ones feeling confused about their work. They welcomed the opportunity to discuss what had gone right over the past year, and what could be improved. Establishing an achievable number of quality goals, mapping out a timeline of tasks, and assigning who would do what, Sean’s team felt re-focused, realigned, and well on their way to success.  

Best of all, Sean attended every holiday party he had been invited to. With the weight of worry off his mind, he never felt more thankful. 

Are your employees battling too many priorities, a lack of tactics, and unclear responsibilities? To help your individual leaders and your most critical teams thrive as they move into 2025, give them a gift that will benefit them as well as your organization. Let us help you plan a team retreat or strategy day to launch the new year with a renewed sense of energy. Schedule a Discovery Call today.