The Process Is Greater than the Goal

To create success in sales or to accomplish anything worthwhile in life, you don’t have to do the extraordinary.

Do you agree or disagree with the above statement? Last week I discussed the importance of?committing to the process of marginal gains?and proposed that, to accomplish great things, you actually don’t have to do the extraordinary. However, you have to do?something, and you have to start somewhere in order to make consecutive small steps of improvement.

This month, I’d like to dig a bit deeper and talk about why it’s important to focus on the process rather than the goal.

We all have things we want to achieve in life: completing an epic fitness challenge, getting into better shape, making President’s Club, building a successful business, writing a book, and so on. The path to achieving these objectives starts by setting a specific and actionable goal. I used to focus mainly on?setting?goals?for my career, health, and other areas, but I did not put much focus or emphasis on the actual?process?of achieving those goals.?What I’ve come to realize recently is this: when it comes to making progress toward achieving my goals, there is a much better way of doing things than simple goal setting.?It all comes down to the difference between focusing on an end goal and focusing on a process.

Let me explain. What’s the difference between goals and a process?

• If you are a writer, you might want to write a book. Your?goal?is to complete your book, and your?process?is the writing schedule you regularly adhere to. I believe everyone should write a book. Why? Because everyone has a story the world needs to hear! Anyone who has written a book will tell you that the initial idea and goal seem daunting. However, if you commit to just writing and writing regularly, you will eventually have the content you need to put your book together. My process looked like writing a blog post every week for an entire year—after 52 weeks, I had more than enough material for my book.
• If you’re a runner, your?goal?may be to run a marathon. Your?process?is your training schedule for the next month.
• If you’re a salesperson, your?goal?is to get to President’s Club. Your?process?is your daily sales method (we at ConMed refer to that as our Standard Model Day).

So we see that we can divide the journey to achievement into two approaches: goal orientation and process orientation. When we say people are goal oriented, we are insinuating that their number one priority is achieving the goal—and goal-oriented people look for the fastest way to get there. When we have this perspective, we see the path toward our goal as more of a hindrance than a help—it’s just something that gets in the way of our hitting the target.

In contrast, someone who is process orientated still has goals, but they pay a great deal more attention to the process itself.?Process-oriented people actually get as much or more enjoyment from the journey to the goal as from the goal itself.?I would like to convince you that this process-focused perspective is a healthier attitude, for most people spend far more time involved in the process of achieving goals than they do actually achieving them. Those who are only goal orientated tend to always be waiting for life to happen.

In summary, let’s commit to a process, not to a goal!

We do this to ourselves all the time: we place unnecessary stress on ourselves to lose weight, achieve a personal goal, or succeed in business and sales.?Instead, we can keep things simple and reduce stress by focusing on sticking to the schedule and daily process rather than worrying about the big, monumental, life-changing goals.

When you focus on the process instead of the goal, you can enjoy the present moment and improve at the same time.

Sounds simple and logical, right? So why is this principle so hard to follow?

When I watched my children as they were learning how to walk, I noticed they were so very diligent about it. The fact that they fell over and over did not deter them from getting back up and trying again. But what would have happened if, every time they fell, I got angry and yelled at them, shaming them for falling down? It is likely that my children would have become fearful of trying to walk—and their learning to walk would have been significantly delayed.

I’ve never seen a parent do this to a child, but I have seen many people (including me!) do this to themselves.

This about what you say to yourself when you contemplate doing something new, like deciding to run a marathon, go back to school, lose weight, or achieve a business/sales objective.

Is this you?

• What if I fail?
• What if I make a fool of myself?
• What will people think of me if I don’t do well?

Or is this you?

• How exciting—a new challenge!
• I’m going to enjoy giving it my all!
• I just love learning, trying, and experiencing new things!

?

Goals can provide direction and even push you forward in the short term, but, in the end, a well-designed and executed process will always win.

Having a process is what matters. Committing to the process is what makes the difference.?

5 Hiring Strategies You Can't Overlook if You Want to Avoid the Wrong Hire

Hiring the right person the first time is critical for building a successful, cohesive team and avoiding costly mistakes. With the right approach, hiring managers can significantly increase their chances of making the best hire from the get-go. Here are the top five methods to streamline your hiring process, avoid common pitfalls, and select the best fit for your organization.

1. Avoid Common Hiring Myths

Before jumping into the hiring process, it’s essential to let go of a few misconceptions:

Myth: “Hiring on commission alone reduces my risk.” Reality: High-quality candidates expect a competitive salary that reflects their skills and efforts. A mix of salary and commission attracts top talent and motivates performance.

Myth: “I need a ‘hunter’ for sales roles.” Reality: Understanding the specific needs of the role is more important than focusing on a single personality type. Start by assessing the role, then determine if you need someone with a “hunter” or “nurturer” mindset.

By setting aside assumptions, you open the door to candidates who may excel in ways that weren’t immediately obvious but fit your unique needs.

2. Define Clear Roles and Responsibilities

Clarity is crucial in finding the right match. Outline the specific tasks, responsibilities, and expectations for the role before you begin recruiting. A well-defined job description not only attracts the right candidates but also ensures that candidates can self-select, filtering out those who may not align with your expectations.

Consider:

• What skills are essential versus nice-to-have?
• What are the day-to-day responsibilities?
• What personality or work style fits your team’s dynamic?

TIP: Sales Xceleration’s Job Description Template provides necessary elements to create a well-thought-out job description to help you attract talented candidates.

3. Cast a Vision for Success

Effective candidates are not just looking for a job but for an opportunity to grow and make an impact. Casting a clear vision helps candidates understand your company’s goals, values, and mission. During interviews, share how their role will contribute to the larger organizational vision. A candidate who aligns with and is excited about this vision is more likely to thrive.

Additionally, be clear about your company's expectations and growth opportunities. This can be a motivating factor for candidates seeking a long-term commitment.

4. Implement a Balanced Compensation Plan

A well-thought-out compensation plan can be a decisive factor in attracting and retaining the right talent. High-caliber candidates expect a compensation structure that reflects both their responsibilities and their potential to contribute.

Key considerations:

• Design a balanced mix of salary and performance-based incentives.
• Ensure that top performers are rewarded appropriately to encourage continued growth and loyalty.

This approach not only attracts skilled individuals but also incentivizes them to meet and exceed performance goals. TIP: Our Compensation Guides include valuable insights to help you navigate the complex world of compensation.

5. Streamline and Structure Your Hiring Process

A well-organized hiring process saves time and ensures consistency. Start by defining each step of the process, from screening to final interviews. Use multiple assessment methods, such as:

• Skills assessments
• Personality tests
• Behavioral interviews

These steps give you a fuller picture of a candidate’s qualifications and suitability for the role. Pre-determined, structured evaluations allow you to compare candidates objectively, helping you avoid biases and make data-driven decisions.

? BONUS: Create a Positive First Impression

Hiring doesn’t end once an offer is extended. First impressions play a significant role in setting up new hires for success, so make sure your onboarding process is smooth and welcoming. Invest time in training and provide ongoing support to help new hires integrate and perform well.

A few key steps include:

• Assign a mentor or point of contact for questions
• Offer resources and training for their new role
• Schedule check-ins to gauge comfort and address early concerns

By ensuring new hires feel valued and prepared from day one, you increase the likelihood of retention and set them up for long-term success.

?? The Bottom Line

By following these five methods, hiring managers can avoid common pitfalls and secure a skilled candidate who not only meets job requirements but also contributes positively to the team and organization.

Struggling to find the right sales leadership to drive growth? Don’t leave your team’s success to chance. Partner with me to access proven sales strategies and expert fractional sales leadership. Get the experienced guidance you need to build a high-performing sales team that consistently delivers results.

Reply to this email to discover how I can help you unlock your team’s full potential! ??

Three Onboarding Guides to Help You Set Your New Hire Up for Success!

Fractional Sales Leadership: Driving 23% Revenue Growth and More