ANNUAL CYCLES
As the end of 2024 rapidly draws to a close, it’s time to start reflecting on the year that was, and the year that will be.
The end of the calendar year represents a moment to pause and look up at the bigger picture. To lift our gaze and check in on business plans and how closely they are tracking to FY plans. To reflect on the culture and to set culture plans that support healthy, high functioning team dynamics. It’s a chance to wrap up what needs to be left in December and set in place plans for what needs to commence in January.
If you’re a perfectionist – watch out! Chances are, you will not be satisfied by how far you’ve come in 2024. In fact, you’re more likely to be frustrated by the last 10% you didn’t reach. However – resist the temptation of focus on the missing 10%!
Instead, chose to focus on the 90% that was achieved. Focus on the wins, the hurdles overcome, the hard-won lessons gained along the way. Recognise what took longer to achieve than you expected and use this as insight to set more realistic and achievable goals next time.
The annual cycle is an important check-point in series of cadences that ensures everyone stays connected and aligned. These cadences vary from weekly, to monthly, to quarterly and to annual cycles.
- Weekly cycles are for Work-In-Progress (WIP), Tasks, Events and Priorities that exist within and between teams, to induct new starters, and farewell leavers.
- Monthly cycles are to reflect on key metrics – sales, margin, productivity, marketing, culture, and customer measures that paint a picture of business performance and indicate whether we are being successful in our strategies.
- Quarterly cycles are to check-in on bigger projects, track progress against annual plans, capitalise on emerging opportunities, address team dynamics and culture challenges, and pivot to shifting market conditions.
- Annual cycles are to set sights further – reflect on purpose, principles, values, and long-term aspirations. To celebrate successes, to develop leadership capability, and to create business plans and culture plans that facilitate growth and change.
For more on cadences of connection and how to set them up successfully – listen to my podcast episode Evaluate and Review:
This week, I’ve worked with the wonderful team at Candlefox to review and reflect on their annual culture plan. This year we used Human Synergistics Culture Diagnostics, because they are the only diagnostic that provides a picture of how it feels in an organisation. Is it a supportive, positive, aspirational place where people are encouraged to set and achieve challenging goals? Or is it the kind of place where it’s not safe to make a mistake, challenge others, manage up, or share your voice for fear of being blamed, shamed or outed?
The Candlefox team immersed themselves a two day culture immersion event in Melbourne. On day one – the leadership team gathered to share feedback in an environment of trust and respect – with the objective to support each other’s individual learning and growth.
On Day two – the Melbourne office-based team gathered to review the company culture results and create both company and team level culture plans to target specific team needs to elevate the employee experience.
As your year wraps up – what are the questions you want to ask your team? How do you want to create a moment to reflect on the bigger picture? How will you audit achievements and celebrate the accomplishments of 2024?
If you’d like some advice on how you can build a cadence of connection and accountability in your organisation, check out my programs.