What is hope? In many ways it is a nebulous term. Pause for a moment and see if you are able to write out a definition. I think you will find it harder to do than you think.

Now that you have written your definition, I’ll share with you how Merriam-Webster defines hope:

intransitive verb

:to cherish a desire with anticipation : to want something to happen or be true

• Hopes for a promotion
• Hoping for the best
• I hope

 transitive verb

:to desire with expectation of obtainment or fulfillment

• I hope she remembers.
• Hopes to be invited

noun

— hope against hope

: to hope without any basis for expecting fulfillment

 

Ultimately there are two types of hope—true and false. True hope requires some form of action or for something to change in order for hope to have any substance. Further hope requires a basis in reality. Otherwise, without change and without a basis in reality, it is false hope, which is nothing more than a wish.

In his book Necessary Endings Henry Cloud states, hope is designed to give us more time, so that whatever we are hoping for can come to pass. But because that is what hope does for us—buys more time and spends it—it sometimes creates problems if we are not in touch with reality. In that case, it is hope that keeps us going down a road that has no realistic chance of being the right road or making what we want come to pass. In a false reality, hope is the worst quality you can have!

In the leadership model—of getting a team from HERE to THERE (see HERBISM #2)—an executable plan provides hope. Notice that that the term includes both the concept of a plan and a basis in reality of being executable. Unfortunately many leaders assign unrealistic objectives to their people. Unrealistic objectives steals hope because the individual does not see it how it is executable. And, when there is no hope an individual shuts down and puts in less effort.

That is why it is better for leaders to work with their people to come up with goals and objectives together. When targets are realistic and the individual participates in the process they gain true hope, similar to the effects of positivity, and they work harder to achieve the objective.

Challenge: The next time you think of assigning sales targets sit together with your people individually and ask them what they think they will be able to achieve. If they provide low targets (sandbagging) you can challenge them to make the target realistic, but avoid the temptation to assign a target or push them into unrealistic targets. You will be surprised how much more your people are able to achieve when they reach and exceed targets they agreed to.

Example: If you have a sales person who has the potential to see 12 cars/mth don’t try to push them to 18, hoping they will end up with 12. Rather, get them to tell you what they are willing to commit to for the month. If they say 9 ask them how they came to that number and find out what their plan is. Encourage them to commit to more because you believe they are cable of doing so and have achieved it in the past. If their reasons for only committing to 9 are fair, like the fact that they will be away for a week during the month, accept their goal, suggest that you will hold them accountable to that and the work plan they put forward, and offer your support.

In the same way, if they suggest a higher goal, like 15, find out what their plan is and whether it is realistic. Once you agree on a goal, accept it, suggest that you will hold them accountable to it and the work plan they put forward, and offer your support.

 

Herb Mast is a Leadership Coach and Business Consultant. He would love to assist you in implementing the principles and concepts presented above. He is confident that in the process you will enjoy a 10X ROI.

Click here to schedule a free no-obligation introductory consultation.