In the ezine this month, Ode to October, we spoke about how to keep October from being the “overwhelming” month. Now, let’s focus on one thing that happens in October – goal-setting. Most districts with whom we work come with a performance or appraisal process that includes a goal-setting component. Originating from a growth mindset, most are intended to be growth producing.

We all know the value of setting goals which is reinforced by these stats from Dr. Billy Mitchell of the Power of Positive Students.

• 87% of people do not have goals
• 10% of people have goals but do not write them down
• 3% of people have written goals
• The 3% accomplish 50 to 100 times more than others

Because language matters, here are a few reminders of our role as coach leaders in the goal-setting process. Remember to use . . .

1. the language of clarity and certainty – Brene Brown says “clear is kind.” When we clearly articulate the standards and expectations for the work, we increase the odds for achieving greater results. Coach leaders use documents such as the evaluation instrument which includes indicators for effective teaching, or the scope and sequence document designed for pacing and targeting objectives, or the tenets or beliefs of the behavior management system being utilized.
2. the language that presumes positive intent – Believing in the competence and capability of another person will accelerate results. When coach leaders presume a person has already done something, are already thinking about what to do next, or are working really hard but not getting the results they desire, a relationship of trust is established so that the person can authentically tell us when he/she does not know what to do. When you demonstrate belief in me, I will work harder to achieve my goal!
3. the language of movement – Coaching works because action is expected. We hold each other accountable by asking how and when a goal will be accomplished. What will be the measures of success? How will you know when your goal has been achieved? What data will you collect to demonstrate your success?
4. the language of celebration – In what ways will success be acknowledged and celebrated? Too often we say, “Goal accomplished! What’s next?” Coach leaders pause to recognize and celebrate success! This is a great opportunity to give Status to another for working to achieve a goal.

Being mindful of our language is important especially as we work to improve. What language are you using in the goal-setting process?