A few posts ago, I talked about Bright Spots and measurement and goal-setting. Essentially, using Bright Spots to ignite change in your members works like this:
1. What are you already doing right? That's your first Bright Spot.
2. How can we duplicate those behaviours, so that you're doing them more often?
3. How will we first know it's working? How will we recognize the first signs of success? That's your future Bright Spot.
4. Where will we go from there? What's the NEXT Bright Spot?
You can read the rest of the post here.
This morning, Inc.com posted a nice essay about goal-setting for New Hires. Applied to your CrossFit box, the little 4-step template works very well. And if you followed along the tough goal-setting process from last month, you'll already have objective, measurable goals for each staff position.
I'll use an example from our own experience. We're currently in the process of hiring a full-time staff person to really ramp up our kids' programs, and add several new programs into the mix. The staffer was a national-level gymnast; a national Champion wrestler; an Olympic lifter; a teacher with a year's experience; a coach for kids' programs. Even without this dream candidate, you can steer your program toward success if you clearly lay out measurement goals in advance.
1. Essence Of The Job Goals: Create a kids' program for CrossFit. Create a kids' Jiu-Jitsu and tumbling/mat gymnastics program. Create a Workout of The Day for MMA fighters (mmawod.com, karatewod.com, jiujitsuwod.com, fightwod.com.) Use these classes to help further develop our Ignite! brain development program with the Education Coordinator.
2. Project Goals: In a twelve-month period, develop revenues through combination of the above that will warrant hire as a full-time coach and coordinator. (We've set this number in stone. You should be as clear as possible, using timelines if you can.)
3. Professional Development Goals: Become CrossFit Kids certified. Become the first Certified practitioner of our Ignite! brain enrichment program.
4. Performance Goals: schedule, attire, code of conduct. We have a staff manual for this purpose, but touching on key points is certainly worth an hour of your time. We also do an hour of training on the MBO system, and then address more advanced issues as they arise.
As with other business processes, it's useful to timeline these goals as well to keep everyone away from procrastination.
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