In this series, we have examined your own personal habits and how the environment can be part of the root causes to goal success. This week, we focus on people. Although it may be hard to admit, sometimes the problem is the people you work with or the very person who should be helping you succeed, your supervisor. As previously stated, the reason could be one or more of these factors: environment, people, materials, equipment, methods or measurements. This week we will look at why people may be the reason you are struggling to hit your goals.

Unless you work in a hole in the middle of the earth or you have somehow become stranded on a deserted island, you have to rely on people to help you reach your goals. I know this is no surprise to you, but there are people everywhere and they have their own agendas. Here are some scenarios to help you reach your goals, while dealing with people. "People" is not only the people you work with, but they are your customers or vendors as well.

   In last week’s article, we took a look at one of the reasons you may not be hitting your goals: yourself. Although it may be hard to admit, sometimes you are the problem.  Assuming that you're not the issue, then we must focus on what is really going on. As previously stated, the reason could be one or more of these factors: environment, people, materials, equipment, methods or measurements. This week, we will look at environmental reasons why you may be struggling to hit your goals.

     For many, just mentioning root cause analysis makes them cringe, run and hide; however, if you break the process into pieces, then eating the elephant is not that hard. Root cause analysis is an approach for identifying the underlying causes of an incident, so the most effective solutions can be identified and implemented. It’s typically used when something goes badly, but can also be used when something goes well. Within an organization root cause analysis is used for problem solving and incident investigation as two examples.

Don’t wait until it’s too late.

  There is a lot of talk about managers and employees doing weekly or monthly check-ins. Although this is a great way to stay on top of the employee’s performance, this may not always be realistic. A quick midyear review may be the answer for your company. Hopefully, in January or late December you and your employee created goals and set clear expectations. It is now June, so as a manger you have had plenty of opportunities to assess whether or not your employees are reaching their goals. If you are not doing weekly or monthly check-ins, then possibly you did a quarterly review.