Key Strategies to Accomplish Your Personal and Professional Goals this Year | Ep. 82 with Chris Kelly
Step into 2024 with the ultimate guide to success from Chris Kelly, the President of a leading homebuilding company and renowned guru of goals. In this dynamic podcast episode, Kelly shares invaluable insights to help you craft and actually achieve your goals, making this year your most efficient yet. Discover the transformative power of monthly goal sessions, designed to boost motivation and liberate you from the chains of micromanagement.
Kelly's approach is all about preparation and tangible goal-setting – from short-term wins to visionary three-year milestones. Dive into a culture of constant improvement, where accountability starts at the top but permeates through every level. He challenges you to identify your values, align with your company's culture, and set SMART goals for 2024. Get ready for a motivational journey that promises to empower you with the tools you need to turn your aspirations into accomplishments.
Ready to kickstart your most efficient year? Listen now for one-of-a-kind productivity and goal-setting tips! Don't forget to like, comment, and subscribe if you found this episode valuable!
Be sure to like our podcast, share it with a friend, and leave a review!
You can also watch the video versions on our YouTube channel. Be sure to subscribe so you don’t miss out on the next inspiring and motivating interview!
https://www.youtube.com/channel/UCbnC2rjEumGJhqy54qazFFw
Connect with us on our website and social media platforms for more engaging, inspiring, and motivating content.
WEBSITE: https://www.nogreyareaspodcast.com/
INSTAGRAM: https://www.instagram.com/nogreyareas_gagliano/
FACEBOOK: https://www.facebook.com/NoGreyAreas
TIK TOK: https://www.tiktok.com/@nogreyareasgagliano
EMAIL: info@nogreyareas.com
No Grey Areas is a motivational podcast about how our choices humanize, empower, and define who we become. This podcast is inspired by the cautionary tale, No Grey Areas, written by Joseph Gagliano. Learn more about the truth behind his story involved with sports' biggest scandal at nogreyareas.com
#habits #success #change #motivation #motivational #inspiration #difference #choices #nga #purpose #liveonpurose #lifestyle #better #mentalhealth #decisions
Transcript
Host
Since the beginning of: ::Host
But how do we actually keep these goals in mind throughout the year? Today we have the Southwest Division, president of one of the largest homebuilding companies in the country and goal setting guru Chris Kelly on the podcast.
::Host
Tune in as we unpack the importance of goal setting
::Host
and creating a company culture that employees
::Host
are proud to be part of. Let's dive in.
::Pat McCalla
Chris Kelly, thank you so much for joining us on the No Grace podcast. You are kind of known as the guru of of goal setting and efficiency. Tell us, first of all and we're gonna jump in all kinds of conversations today, but
::Chris Kelly
first of all,
::Chris Kelly
You know, there's there's a number of reasons, but I think I think having experienced a company culture and then seeing the application of goals and then seeing them fulfilled, it's hard not to be a believer. Yeah, it's hard not to be really in the power of writing things down and setting your mind to something and working towards
::Chris Kelly
achieving that goal that you've set.
::Pat McCalla
Well, we got to come back to a few things you mentioned cause you talked about writing them down and you know, they talk about how important that is, but you actually work for one of the largest homebuilders in the country. And this is just part of your your company culture, right?
::Chris Kelly
It is. It is. It's something that I was introduced to.
::Chris Kelly
I've been with the company now for over 13 years, and I was introduced to it very early in my tenure with the company and couldn't believe that I existed prior to that without without setting goals and having written goals.
::Pat McCalla
Well, because before we turned on the mics and the camera, you and I were just sitting here talking and, you know, there's the whole the most interesting man in the world,
::Pat McCalla
but you're known as the most efficient man in the world.
::Pat McCalla
So this is something you've always been
::Pat McCalla
efficient and you've been someone who would have liked to write down goals, but you didn't have this tool. You're saying once you found out about this tool that you use now
::Chris Kelly
Yes.
::Chris Kelly
I think I think that's a great way of looking at I take a tremendous amount of satisfaction at being efficient. And this this this is now a tool that I have to increase, increase my efficiency.
::Pat McCalla
your perfect guest for early: ::Pat McCalla
And most of them within a day, two days, maybe two weeks,
::Chris Kelly
Yeah,
::Chris Kelly
Absolutely. Why
::Pat McCalla
do you think that that was such a big part for your company? AS and we're going to we want to talk about the importance of it tied in the culture, too.
::Pat McCalla
But
::Pat McCalla
I would think that most of our audience goes to a workplace where they will never sit down with their manager or boss and do any kind of goal setting. But that's just part of your company culture, is that
::Chris Kelly
correct? That is absolutely that is absolutely true.
::Chris Kelly
you know, I think what's so important about goal setting is that it allows the we'll call it the manager and the employee to get on the same page to some degree.
::Chris Kelly
And we at our company, we not only sit down and talk about goals, professional goals and goals for the business that we're responsible to, but we also talk about the personal goals that the employees have. And I think it's so critical for two reasons. One, it helps potentially motivate, motivate our coworker or employee knowing what they're wanting to achieve in the secondary.
::Chris Kelly
The secondary benefit of it would be it reduces the need or it prevents the need to micromanage somebody.
::Chris Kelly
You know, if you think about it, if you and I sat down and agreed of of what some goals are that we have that we want to accomplish this month, let's just keep it on the professional level. If you and I have come to that expectation of what we're wanting to achieve this month and I run off and I start working on those things, you don't need to call me every few hours and ask how things are going on.
::Chris Kelly
That as long as we have a good mutual expectation that if I run into a barrier or a roadblock and I need your help, I'll come to you and tell you where I'm, you know, where I've hit a wall or where I I'm not quite sure where to take this project, but otherwise you can you can focus on your job as a manager.
::Chris Kelly
I can focus on what I committed to doing as part of a goal that I'd set for the month.
::Pat McCalla
that's huge, because we know from statistics that one of people's biggest complaints is being micromanaged.
::Chris Kelly
Yes,
::Chris Kelly
Yes. Yes.
::Chris Kelly
So, yes. Walk
::Chris Kelly
Yes. Yes. What
::Chris Kelly
first of all, both of us would have done preparation leading into the sit down that we have. We don't just roll in on a on a Tuesday and say, hey, let's get together and do goals. There'll be some planning that goes into it. And I think more of the you talked about setting resolutions for the year.
::Chris Kelly
Yeah, and I'd start with just the power of of just writing down that resolution. You know, so many people will you know, they'll have a toast and they'll, they'll maybe go around the room and share a resolution that they've got for for the for the new year. But taking some time to write down that resolution, that's powerful itself.
::Chris Kelly
Just something to reference back to
::Chris Kelly
and articulating your thoughts on paper
::Pat McCalla
studies prove how true that is.
::Chris Kelly
Yes. Yeah, very, very powerful. So the goal session starts with with some planning, and I'll use myself as the employee and I'll use my own personal goal sessions attending with my my direct manager at the beginning of each each year leading up to the to the New Year.
::Chris Kelly
I will sit down and I'll make a list of goals of things that I'm looking to accomplish personally and professionally and in in the coming month. In the coming year, we'll take a longer term look at what a three year goal might be. And then one of my favorite lists, if you will, are are our Sunday goals or my someday goals.
::Chris Kelly
And the Someday goals, I think, for lack of a better description, might be the bucket list, the bucket list items and what's been so neat about this process is getting my entire family involved with with goal setting so I will not go
::Pat McCalla
into your someday goals.
::Chris Kelly
Yes. Influencing the Someday goals. My wife and I actually sit down in in December and we we outline what we want to accomplish as a as a couple and as a family specifically in the upcoming year.
::Chris Kelly
And then we'll revisit our three year and our our Someday goals as well to see if there's a different direction we want to go.
::Pat McCalla
Wow. Now, I had to back up here, though, because
::Chris Kelly
yes
::Chris Kelly
They
::Chris Kelly
to catch your breath.
::Chris Kelly
Okay. Said
::Chris Kelly
That's correct.
::Chris Kelly
That's correct. Yes. Every month.
::Pat McCalla
Wow.
::Chris Kelly
Every month.
::Pat McCalla
why would you do that? Because some some could argue they're like, well, we're a business where it doesn't matter what someone's personal, they've got their personal life and their business life and they're separate. Why would you guys
::Pat McCalla
do that?
::Chris Kelly
I think it's a
::Chris Kelly
will start with just the culture of the company. And one of our culture bullet points is being people focused. And you think about our role as as managers and people in that we're responsible to the people that that that report to us.
::Chris Kelly
And if you don't know what what's important to those individuals, we're really we're not going to be very effective at managing them long term. We're not going to be effective at motivating them long term. And I think it's important that we get to know the people that are that are coming in every day, putting in a great effort and kind of knowing what makes them tick and what's what's important to them.
::Chris Kelly
And there's varying levels of I think there are there are some employees and individuals that are that are that would prefer not to talk about their personal life very much at work. And that's okay. Like, we're not going to. No, no. You need to tell me. I need to know all your children's names and what sports they play and all that.
::Chris Kelly
But there's other employees that really maybe they maybe they it's refreshing. Might be the best way to describe. It's refreshing to be able to talk to your your direct supervisor about your personal life and things going on in your personal life. I mean, it's I suspect
::Pat McCalla
there's far more that are that lean that way, right? That
::Chris Kelly
I think there's far more of the latter now, especially if you've been or and it's it's a you build trust over time.
::Chris Kelly
You know, I
::Chris Kelly
think probably the first couple sessions that I did 13 years ago, I probably wasn't as transparent because I did I didn't know if this was going to be used against me potentially. Maybe it's maybe this is maybe this is a weapon that when, you know, when I do something wrong that my boss is going to say, well, what will what will your wife, Chrissy, think about that and use it against me?
::Chris Kelly
And so it's been an evolution. But now it's frankly one of my favorite days of the month would be either to do my own roles with my supervisor or sit down with one of my direct reports and talk about their goals. And it's it's refreshing to have a supervisor that does it me how my kids are doing. He me how Cameron is doing,
::Pat McCalla
Yeah,
::Chris Kelly
How's Madison doing, How is Grant doing?
::Chris Kelly
How is Jackson? He knows. He knows enough about my personal life and knows that most of my motivation comes from my desire to provide for my family and my my immediate family. And if we're going to get me in the right mindset to go take on the world, let's remind me that I'm what I'm doing it for.
::Pat McCalla
man. You know, Chris, what I love about what you just said is,
::Pat McCalla
culture, whether we're talking about work culture or family culture, wherever it's built around behaviors, right?
::Chris Kelly
Yes.
::Chris Kelly
Yeah.
::Chris Kelly
Absolutely.
::Chris Kelly
And I appreciate you saying not just words on a wall because we talk about that a lot. Our cultures really, for lack of a better description, it's how we do things around here. And we do have it written on the walls of every one of our offices. So, you know, I carry our culture around with me. I don't need it.
::Chris Kelly
I have it memorized at this point. But we talk about it every every meeting we have are literally have a management meeting or an employee meeting. We start the meeting and talk about our culture and give examples about how the culture is alive and well in our in our neighborhood or in our in our division. And we'll ask employees to share experience they've had over the past month of of how they experience the culture or how they promoted the culture of our company.
::Chris Kelly
And I think it's a you know, a lot of companies it's words on a wall or the very senior leadership may be talking about it. But our our goal and our quest is for everybody, every employee to really embrace the culture and and maybe as important, just understand the culture when we say where people focused what is what and what in the world does that mean?
::Chris Kelly
Well, let me give you a few examples of how our company is. People focus as it relates, and we talked about the goals earlier. There's other examples of things that we do that are very, very people focused as an organization.
::Pat McCalla
Probably one of the reasons that you guys have grown so much as a company, I would think that's one of them, wasn't it, Peter Drucker, that like 40 or 50 years ago said a culture each strategy every day of the week, just meaning that a company culture is going to be more important than the company strategy, not not discounting strategy being important,
::Chris Kelly
::Chris Kelly
but these
::Chris Kelly
Yes. Personal and professional.
::Chris Kelly
I
::Chris Kelly
Yeah.
::Chris Kelly
I can think about, you know, just the concept of goal setting. There are we have 13 culture bullet points that our company and I can think of a few just off the top of my head that are the goal setting is supporting the culture. We have a culture of of what we'll go to. We'll go to a culture of constant, never ending improvement.
::Chris Kelly
That is one of our culture bullet points, constant, never ending improvement that we're we all, as a company and as individuals are seeking to get better. And goals are a great way to to measure that and to set your, I guess, set your compass in the right direction. We're a systems based company. Part of the system is sitting down and having effective goal setting sessions with your with your supervisor each month.
::Chris Kelly
And then each year we have a we have a culture bullet point item that if the employee fails, it's the manager's fault.
::Chris Kelly
Let that sink in for a second
::Unknown
Hey, from your No gray Areas team, we just want to say thank you so much for listening. And if you're loving this episode, would you just take a moment and leave us a review and rating on whatever platform you're listening from? If you're watching on YouTube, make sure you hit that subscribe button so you don't miss out on the new podcast episodes that drop every other Wednesday by leaving a review and subscribing, you help others discover our podcasts inspirational messages to effectuate positive change in their lives.
::Unknown
Okay, let's jump back in to this episode.
::Chris Kelly
if the employee fails, it's the manager's fault.
::Chris Kelly
because how many times have you managed somebody or been involved with an employee that is not successful? And you say, that was just a bad you know, this person was never cut out for this gig.
::Chris Kelly
They were. They were we made a bad decision. You know, if we have an employee that's not performing, the first focus is on that supervisor, that manager to what they're doing to help make that employee successful. And let's look hey, let's take a look at the goals that were set this last month. Were they were they effective goals or was it just a laundry list of tasks that you were asking the employee to take care of?
::Chris Kelly
Or was it really what the employee wanted to
::Chris Kelly
accomplish?
::Chris Kelly
culture bullet points,
::Chris Kelly
Yes,
::Pat McCalla
you're meeting with managers doing that, but they may have to do it on their own. But you're writing those down and then
::Pat McCalla
there's more to it than that, too, right?
::Pat McCalla
There's some specific things. You're putting dates to it. Walk us through some of that.
::Chris Kelly
Yeah. We have a we have a wonderful acronym. When you write a goal or set a goal that the goal needs to be smart and you hit the S and smart specific. Okay, So you need to apply this lens when you're writing a goal or a resolution, we call it a resolution down.
::Chris Kelly
Is it specific? Yeah. Is it measurable? Is it attainable? Is it realistic? And it has to be time sensitive or time bound. So when you if you set a if you set a goal, is it is it did you write a specific
::Chris Kelly
item that you want to accomplish?
::Chris Kelly
yeah,
::Chris Kelly
correct. I want to lose £3 this month or I want to weigh £225 or you set a specific goal.
::Chris Kelly
Do you have a way of measuring it? Because if you don't, you're not going to be able to either accomplish or not accomplish it. There'll be in a you'll be in a gray area, pun intended. Yeah. Is it attainable? You know, Thank you. Yeah, no, no problem.
::Chris Kelly
Is it attainable? I mean, really think is this something that's attainable?
::Chris Kelly
Let's not set goals that are so outrageous that you're just setting yourself up for failure or not being happy. Is it realistic that this is something that you'll be able to commit to and achieve and then have it be time bound? Is this something you're going to get accomplished in a week, in a month, in a year? Are you going to do it by Friday to the 19th?
::Chris Kelly
Let's set a time. Let's make it time bound so you can know if you achieved it or not.
::Pat McCalla
So when you're walking through, like, let's say again, I work for you and we're doing our our monthly goal setting.
::Chris Kelly
exactly When you when are you going to be able to carve out time to work on that?
::Chris Kelly
What do you think is what do you think is realistic here of accomplishing this month? And sometimes as we collaborate, there's a realization that, you know, I really don't have time this month to do it. I'm going to go ahead and remove it and make it a goal for next month or put it into my one year goals of what I want to achieve.
::Chris Kelly
Or what's more exciting is when in this example you might say, you know, I'm going to carve out a half a day on next Thursday, and that's when I'm really going to focus on it. And then I'll give myself another day just to put the finishing touches on it. But we can expect to get that done by Friday versus just I'll get it done sometime this month.
::Chris Kelly
Much more powerful if we set some time parameters within the month than just say on January 31st, it's going to be checked off the list.
::Pat McCalla
I would suspect that very few people actually learn to do these things. So when you hire on a new employee, I bet there has to be in an educating of this, right, that there's the first few goal sessions.
::Pat McCalla
They may not be doing this quite right or you're just asking these questions to help them learn that. But what an amazing education. If if I came and I worked with you for a couple of years,
::Chris Kelly
I would leave and
::Chris Kelly
Yeah, it's extreme. It's extremely natural. And you're right, I think it's a it's a foreign concept to a lot of people. And
::Chris Kelly
initially with a new employee, we may we may the I call it a blank canvas. Occasionally employees will show up to a goal session with a blank canvas. They haven't they haven't written anything down. They're a little uncertain of what direction to head.
::Chris Kelly
And there may be a little paralysis or just a lack of understanding. And as a manager and having done this now for as many years and the training that I've received and the training our other managers have received, we can help people put symbols to paper more probably business related than than personal. But there's ways to get the personal conversation started as well of like, is there anywhere you want to go this year?
::Chris Kelly
Is there anything you want to you want to obtain for your family? Is there any like important time you're going to spend with with your your your children or your significant other, your friends? And that gets the conversation started. As far as just taking the first step in that goal setting journey
::Pat McCalla
and then again, practically training them with it. I mean, you guys wouldn't call it training maybe, but, but it's what you're doing
::Chris Kelly
Yes.
::Chris Kelly
Yes.
::Chris Kelly
but they
::Pat McCalla
they have a culture in their home.
::Pat McCalla
so I want to talk about the importance of culture here. I'm going to read you three quotes
::Chris Kelly
Agree
::Chris Kelly
Okay, What
::Chris Kelly
100% Agree with that. Who said that?
::Pat McCalla
I don't even know
::Chris Kelly
Socrates. Probably. Yeah. Or Gandhi. Yeah.
::Chris Kelly
you know we talk about not every day at work is a great day. Not every day in life is a great day. But if you if you're able to fall back on in this case, the culture of the organization and know that we have a plan and we have a consistency about how we're going to approach things and how we're going to do things around here, I think that's an environment that is is very conducive to retaining top talent, not only recruiting top talent, but maybe even more importantly, retaining top talent, because you can when you're recruiting somebody, you can talk about culture, but it's difficult for somebody to really believe
::Chris Kelly
it or understand it until they're immersed in it.
::Chris Kelly
And I think it's that's
::Pat McCalla
what you're saying.
::Pat McCalla
Right. There are in fact, I mean,
::Pat McCalla
friend of mine, we're just talking recently, I'm 52, so I've lived, you know, quite a number of decades now. And and I said I wasn't until just recently where I think I really came to realize that a company, an organization, they can talk about culture, they can talk about leadership, because they've all they've gone to the conferences and they read the books.
::Pat McCalla
They all know what to say. You really don't know what it's like until you get there and you work there for a while. Like you got to be there for months, maybe even a year or so before you really find out, Is this really
::Pat McCalla
the culture? Right? So
::Chris Kelly
yeah,
::Chris Kelly
It is. And I think that's why I think it's so critical is
::Chris Kelly
within the organization of of promoting the culture you talked about earlier about the you know, a growing organization and the, you know, the barriers to growth, that it may not be the strategy, it may be more the culture. And we talked about that as an organization.
::Chris Kelly
You were a homebuilding company. We operate in 117 different neighborhoods across the across 21 states. And it would be very easily for that culture to be diluted from our corporate office out to those 117 different neighborhoods. Unless we continue to be ambassadors of the culture and continue to talk about the culture and make sure that our everybody understands the culture and you're right at me, it may take more than a year.
::Chris Kelly
It may take more than a year to really appreciate how the culture is affecting your day to day work life and your experience and how it affects the kind of long term experience you're going to have with the company.
::Pat McCalla
We could do a part two of this podcast sometime. Maybe I'll have to bring you back some day because I don't want to go down this rabbit trail.
::Pat McCalla
But you just touched on something it would be so interesting to talk about and your company had to go through this. You can have a culture, but then as you start growing, as you start getting more employees, as you start spreading into different locations, it's very difficult to keep that culture right.
::Chris Kelly
Yes.
::Chris Kelly
Yeah.
::Pat McCalla
meetings. So that would be a fascinating conversation for another time. So second quote,
::Pat McCalla
culture is developed by what you stop, start, allow and reinforce
::Chris Kelly
cultures, which is stop, start, allow and reinforce it
::Pat McCalla
Cultures developed by what you stop, what you start, what you allow and what you reinforce.
::Chris Kelly
I agree with that statement I'm maybe not as passionate about the prior the prior quote because I think I think it takes some time even before before those actions to really define what you want the company culture or the organization's
::Chris Kelly
culture to be. And I know that all those those four actions will have an impact ultimately on the culture of the organization. But you got to have a good defined core to begin with. It can't. I don't think culture just happens. My experience hasn't been the culture doesn't happen organically. It can it can happen organically and that can sometimes be very difficult to have that consistency that we just talked about.
::Chris Kelly
So I think before those will impact the culture certainly. But I think more critical would be the definition of the culture and establishing that culture for everybody to rally around. And then those come into play as far as how how deep you're into the culture and how much you're embracing it and how much you're modifying of the culture based on those actions,
::Pat McCalla
probably would key in then on that that were developed was probably the most important
::Chris Kelly
Yes,
::Chris Kelly
more.
::Pat McCalla
But
::Pat McCalla
like your pause because I think you're saying that what you what you stop, start, allow and reinforce. How do you make that decision, what those things are
::Chris Kelly
Yeah
::Chris Kelly
good development part
::Chris Kelly
back.
::Chris Kelly
Yes. Yeah.
::Pat McCalla
Yeah. Okay. How about this one culture comes from the top down.
::Chris Kelly
there's some truth to that. I think there's a lot of there are organizations that function that way.
::Chris Kelly
I don't think it's sustainable if it's exclusively the top down. We can you can talk about it from a leadership standpoint. You hear CEOs and coaches and and religious leaders actually bring bring, you know, talk about it.
::Chris Kelly
But unless it's percolated through the entire congregation or organization, it's not going to be it's not going to be sustainable. Yeah, there's can only be so much of because I told you so or I told I do this because I told you so versus really having that belief and understanding. I think it's incumbent on us to understand the role that we play in the culture, that we are part of it.
::Chris Kelly
It's not just it's not just we're being told to do these things, is that we have an obligation to to make decisions and to behave in alignment with the culture of the organization.
::Pat McCalla
Yeah,
::Pat McCalla
Once again, I love your pause
::Chris Kelly
Thanks.
::Pat McCalla
one.
::Pat McCalla
I do love that because
::Pat McCalla
building a culture from the bottom up is really difficult. Right? But what you're so so someone who would throw that quote out and say, well, culture comes from the top down. But what you're saying, if it just stays there, though,
::Chris Kelly
It's
::Chris Kelly
::Chris Kelly
you're saying. That's that's my belief. And I also think I mean, there's what is very what is very true about that statement is that
::Chris Kelly
top very top of the organization does have to buy in and believe in the culture. And you can't I think you hit the nail on the head.
::Chris Kelly
There's some there are organizations where it starts at the bottom and works its way up. But if that senior leadership doesn't buy in and and agree with that, there's going to be it's going to be in conflict decisions to be made in conflict and and ultimately it may not be sustainable or more likely, it'll just be inconsistent. You'll have inconsistency from from franchise to franchise or from school to school or from, in our case, neighborhood to neighborhood.
::Chris Kelly
There'll be that inconsistency if the top isn't isn't bought in.
::Pat McCalla
again, going back to what our part two podcast could be someday
::Pat McCalla
how do you infuse this down into an organization as it grows.
::Pat McCalla
But that's part of what you're talking about. Is it
::Pat McCalla
there has to be a consistency in every level of the organization, Otherwise, as it grows and starts to expand, there's no way you're going to retain that culture.
::Chris Kelly
Yeah, I think everybody will come up with their own kind, choose their own adventure of how it's being applied to their particular business
::Pat McCalla
books by the way
::Chris Kelly
what's that?
::Chris Kelly
yes, sir. Yeah, absolutely.
::Chris Kelly
the
::Chris Kelly
sell listeners
::Chris Kelly
Yes.
::Chris Kelly
Yeah, but
::Chris Kelly
Yes. Yeah. Agreed.
::Pat McCalla
And then you have some chaos. So
::Pat McCalla
did we miss anything? Is there anything else that you think you would add? Like, imagine you're our audience again.
::Pat McCalla
They don't get to work at a place that you're part of,
::Chris Kelly
::Chris Kelly
Well, I think it just there's there's there's so much to talk about with goals. But on the just starting with the culture I mean any any organization we're part of whether it's a business or a team or any group that we're part of, there is a culture of some sort. And what what I think what I think is worth worth exploring is what is what is that culture and what do we want the culture to be?
::Chris Kelly
I I've, I've applied a lot of the concepts now that I've been exposed to being part of a company that is so embracing of the culture I've been in, apply it in my personal life, apply it with my family. I'm very involved with youth sports and and I think about, man, we could have been champions if I had some of these concepts back when the kids were, you know, five, six, seven year olds when you can really influence their thinking.
::Chris Kelly
But but, but culture plays such a huge role not only in your professional life, but but personal as well. Yeah. And you talked about, you know, goals and, you know, even if you work for an organization that doesn't doesn't have the structure, so to speak, with where you are sitting down with your manager, there's nothing that prevents you personally from sitting down and putting smart goals to paper of what you want to accomplish personally.
::Chris Kelly
And professionally. If I actually sit down. Well, last week I sat down with each of my four children, and my children wrote out their goals for they don't do business and personal goals. They do school or academic goals and personal goals. And we just do one year goals and we do some day goals to see what kind of bucket list shows up on a on a on a kids goal sheet.
::Chris Kelly
But it's been a it's been very powerful. We've been doing it with the kids for the last five years, and it's really neat to see their what they hold important and be able to help them achieve those goals.
::Pat McCalla
And that's fascinating what a tool
::Chris Kelly
giving
::Pat McCalla
them,
::Pat McCalla
you know that there's probably something they're not going to learn in school, but even then, helping them set goals, but then doing it with smart, right?
::Chris Kelly
Yes.
::Chris Kelly
us? Yeah.
::Chris Kelly
Yes. Some
::Chris Kelly
I want to write these down. Yeah. So
::Chris Kelly
Smart goals? Yeah. You want them to be specific. So usually writing it down is going to require you to be specific and use.
::Chris Kelly
We use the example of a weight loss goal that I want to lose weight or I want to lose £3. I want to lose £3 would be specific, measurable. Can you can you measure it? Yeah. Is it a attainable okay is it is it are realistic. Yeah. And then the tier would be four time sensitive or time bound.
::Chris Kelly
So you're going to do it in a certain way. My goal is to lose £3 was to lose it in the next 20 years. Or is it to lose that in the next three weeks? Let's set a time time mark to it.
::Pat McCalla
man. Chris, I have so enjoyed our conversation and I could spend a lot more time talking to you.
::Pat McCalla
I can tell. Like you even mentioned something just a few moments ago that I'm like, I could go down that tangent with you because you said so important for people to realize every workplace has a culture. Like when we're talking about infusing culture and there's a culture everywhere. Every family has a culture. It is it a healthy culture is an culture, is the culture you want.
::Chris Kelly
You
::Chris Kelly
Yeah.
::Chris Kelly
Thank you.
::Pat McCalla
our audience as we move into: ::Pat McCalla
I'm a person of faith and I just think that God wired us to be big thinkers and dreamers.
::Pat McCalla
And I hear your someday goals and go and how cool to sit down and go, Hey, maybe I'll do maybe I'll take this, maybe I won't. But these are some things I'd like to do with my life.
::Chris Kelly
What
::Chris Kelly
but one thing you can do
::Chris Kelly
Yes.
::Chris Kelly
Okay. Okay. Let's see how I do here. I'm going to give you my best poker face here.
::Pat McCalla
Okay.
::Chris Kelly
I have never had a speeding ticket.
::Chris Kelly
I have lived on three continents
::Chris Kelly
and I have broken my face.
::Pat McCalla
those are good.
::Chris Kelly
Thank you.
::Chris Kelly
Thank you. You have
::Chris Kelly
Thank you.
::Chris Kelly
Yes.
::Pat McCalla
I'm going to. I'm going to go with the lie. I can't imagine that you've never had a speeding ticket, because I've had a lot of them. Is that the lie?
::Chris Kelly
That is a lie. I got it. You got it?
::Chris Kelly
yeah, that's.
::Chris Kelly
Yeah,
::Chris Kelly
one speeding ticket
::Chris Kelly
in another country five years ago is all I've gotten.
::Pat McCalla
So you that that was almost the truth.
::Chris Kelly
Yeah. No domestic. No domestic speeding tickets. But I got one and one overseas.
::Chris Kelly
I've lived in lived in Europe, North America and Africa.
::Pat McCalla
Really?
::Chris Kelly
Where there's an African, where I lived. I lived for a year in South Africa.
::Pat McCalla
Okay, okay. I've not been there. I've been in East Africa, mainly Uganda. Rwanda. So
::Chris Kelly
And
::Chris Kelly
I did.
::Chris Kelly
I spent a whole year that I worked in construction of all things coming out of college. So great experience
::Pat McCalla
college. You went to South Africa,
::Chris Kelly
Yes.
::Chris Kelly
Yes.
::Chris Kelly
Yes, absolutely. Some
::Chris Kelly
some very difficult things. And just a completely different culture than than maybe what I'd grown up with and and realize there's just so much more out there.
::Pat McCalla
Yeah,
::Pat McCalla
Well, Chris, thank you again for being here.
::Chris Kelly
Thank you.
::Chris Kelly
Appreciate it. Thank you very much.
::Host
hris Kelly. As you go through: ::Host
We'll see you next time.
