How To Use Goals To Develop Stars

Let's talk about using goals. Powerful tool using goals to develop stars. Not just average people. But how do you, how do you develop stars? People are really going to make an impact. Let's talk about how you make that happen. Now you need lots of possibilities. It puts too much pressure to get one or two people in right from the beginning, down the road after they kind of prove themselves. But you need lots of possibilities. You need to go get yourself not one or two people because you're just going to grind them to a pulp. Go ahead and get yourself 10 or 20 people you can work with or as many as possible. And the thing is, you don't know what's going on in their mind. Let's just say they're all jumping up and down. I want to, I want to. I'm excited. You've never. Nobody wants it bad of me think, you know, I'm going to go and get on my knees and pray to God because I found the opportunity that I've been looking for. You can count on me. I'll be the hardest. They all have all this stuff that yakking that comes out of their mouth. But you never know until you get them out there and get them going, right? Because they don't know and you don't know if they're going to be good at it. They can want to do it, they can be very sincere. They can look like it, but they can look like an Olympic gold medal basketball player. Put them in the gym shorts and everything. But until you give them basketball goal and get them out there and say, go, let's do a layup drill, you're going to start to eliminate themselves. So what you want to do is get yourself a bunch. That could be good. They're in the ballpark. They got what they got the desire. They've got enough of the natural ability it looks like. So they could. They're in the ballpark. Then what you want to do is you want to give them something to do. You want to get them all focused in on a spot here. You want to get them starting here on a baby step type goal. You've got to give them something to do so they can do it. Faithful and little, faithful and much. If they can't even do with the simple stuff. So you make a big deal out of giving them something simple. All of them start at the same point. That way you can measure them against each other. And so you have little challenges laid out for the day. First day, first week, first month, most of them will weed themselves out Way before that. But like the first day, how flexible, how cooperative are they, how are they coachable, how are they flexible? Willing to change your schedule, to adapt until you start putting some challenges on them, you're not going to see over here. They could be, I pay any price. I'll go climb any mountain to be successful. Then you go over here. Well, come back this afternoon. Oh, I can't do that. I've got to go scratch my nose this afternoon, take a nap. Oh, you know, my afternoon is booked. So as soon as you start giving them things to do, you start and then you start to find out, but then you kind of ratchet up the things you want them to do. You keep it simple so they don't have the excuse. It's overwhelming. I didn't understand. And you're just looking to see the early signs here. Now, they will weed themselves out. Now it could be by the time you get to the first day, well, this guy's gone, this guy's gone, this guy's gone. Goodbye. By the end of this week, you not only have lost them, you've lost them. And you know you're down with just a handful. And by the time you get to the end of the month, now you've got yourself. He's gone, he's gone. But you've got, let's just say you've got some possibilities here. They've marched on through the checklist of things you've given to do. Now these guys are worth spending some time on. So now we go into phase two and we give these people a little bit more challenging thing. But now what you're going to do is once you get through the first stage, the entry level, basic fundamental type, group, sort type goals, now you want to start individualizing things. That's the key. You want to give them individual targets because certain people are good at certain things, certain things are good at others. And you want to create an environment where they can see they have excelled, they have separated themselves from the crowd, they've done well. And what you want to do is continue to encourage them by giving them achievable goals, lots of achievable goals. Now as the further they go, like, like in the next month, the further they go, like after the next month, you might put some targets up here and by then, maybe this guy, he just didn't make it. Now you're down to, say, two that are continuing to go. Now, if you run an ongoing training factory, you brought in another group, a whole other group of rookies that are Starting over, you know, the next month. And they're doing, you know, you got a whole other lineup of these. These kind of people in here. You know, they're the second wave. This is January, this is February. This is the January wave here. They've moved on into the second month. You have your February group of greenies, rookies. They're showing up, jumping up and down, doing the same things, all the same predictable stuff. I'll pay any price. Yeah, I heard that last month. Well, what I'm going to do is kind of keep that to yourself if you want, and let's just show me you'll pay any price. We got a way of finding that out. So you put them through the same kind of basic training. Then you have a little bit more challenging things you're doing from this group. And you can, when you get to the next month, the survivors that made it through that month, now they've got an even more customizable type thing because they're proving they can move through month one and two. And now these people right here, they could be. They've done these things, but they could be totally different in their skill sets. Some could be great one on one. Some could be great in front of a room. Some could be great at program products, Some could be great at people. But what you want to do is get a situation where you're doing the coaching, where you can buy individual goals and targets, keep them encouraged, lots of achievable goals, and give them where they can build their confidence by doing things. The greatest confidence is when you do things. You have that confidence that is born of achievement. That's what the great leaders do. They don't let them sit and say, that's what you did last. So we're going to do the same thing this month. No, you want to continue to challenge them. Because when you continue to challenge them, that's how you continue to unearth their next weakness that you want to train them in or the thing that they don't know. Until you put a little more pressure on them, a little more challenge, you're not going to know that. And they could have. Their mind could be. Have just misunderstood some stuff that you told them back in month one, month two, and operating off wrong assumptions. But the more you put the raise the challenges, the more those things that come to surface and you can kind of clear it up and explain it to them and get them where they can continue to move it. But here is. Let me give you an example of how this idea works. Have you ever Heard the thing of how you want to teach your 3 year old to dunk a basketball? What do you do? You go get the 10 foot basket, give him a basketball and say start dribbling, son. No, what you do is you get a little Nerf ball, a little Nerf get thing, and you put, put that thing on the ground and you get him to wear toy rim basket and he's dunking, he's excited, he's all day long, he can do it. Look at me, daddy, look at me. Look at me, mommy. I'm dunking the ball. Now, as they get older, then you get him a real one and you lower it down, you get the adjustable rims, adjustable height, and you lower it down to maybe 4 or 5ft tall and give him a real basketball where it's a stretch. And then as he gets older, as he grows. And do kids grow the same rate? No, that's why it's customizable. That's why you keep it to where he's just got to continue or she's got to continue to stretch and they're continuing to develop their muscles, their skills. It's a little bit hard. If it was easy, they get bored. You take a five year old playing with a Nerf ball, he could duck it. It's about waist high for him. And that's not going to be a big thrill. You want to keep it just a little bit out of the reach where it's challenging. You raise it five, six and eventually it's going to go up to 10ft tall. Now somewhere along the way they make it where they just can't keep doing it. But as long as they can continue to improve, you keep stretching it on up and eventually they're dunking the basketball. And here's the thing. Their entire life they've always been in their mind, what's the big deal about that? Because they've always been able to dunk. It's not a big thing. Now, as opposed to me when I started playing basketball, I mean junior high and high school, I'm lucky to be able to touch the net. I could shoot. But jumping, that's something I should have started working on a lot, a lot earlier. But these kids who've been raised this way, they've always been able to dunk it. You know, I've heard the story of the thing. You've ever heard the story of the young boy who got a calf when he was little and he would carry the cat, you know, the little calf around, and then as the calf grew into a cow. The boy grew into a man. And for a long way, he's still able to lift the cow and carry it around. Why? Because he grew as the load grew. That's how you want to think of customizing these goals. This is how great coaches, what makes a great coach, a great coach, develops by challenging with custom. Customize goals that keep their people moving, keep their students developed, and keep them building their confidence. Where gradually they say they realize for themselves, not because somebody's coming up and telling them, but they develop that confidence that comes from achievement. Which is the most. I mean, the ultimate real confidence is that I can do this thing because. Because I've done it. But they didn't have to get up to world record performance right beginning. They worked their way up to it. A lot of times they weren't even aware where the top was. They were just continuing. They were focusing on their own improvement. That's how great coaches develop great performers, stars, one step at the time. And that's something you can do with the people you're working with who want to get better and want to do great things.