Big goals for 2025? The path to success lies in planning backwards...
The 4 things you need to consider now if you want to achieve your goals this year
Social media is awash with “having a big 2025” and committing to ambitious resolutions. Often the initiators are those trying to sell you something to assist in your ‘new year, new you’ quest. They focus you on your goal and claim to provide the magic bullet to get you there.
Don’t get caught up in the hype. There is no magic bullet. New Year’s resolutions are notoriously ineffective, and it’s because there is rarely any substance to them.
A Forbes Health survey found the average resolution lasts 3.74 months, and only 6% of people are still going with their commitment by the end of the year. Other studies report even less tenacity, with a quarter of participants not even lasting a week1.
We all know that setting goals doesn’t mean they’ll magically materialise, but it’s an easy trap to fall in to. In a business planning meeting at Honeycomb in December, we were guilty of getting carried away by our exciting growth and revenue targets for 2025. Then, our Marketing Director pulled us back with a bump:
“So, what are we going to DO? We can’t just manifest this.”
Why Big Goals Alone Aren’t Enough
When we think about making meaningful change - whether in consulting, learning, or business development - it’s easy to focus on the big picture. You might decide, “We want our team to master X skill,” or, “We’ll generate X amount of additional revenue this year.” These goals are important, but we must see them only as starting points.
The real work lies in understanding what behaviours will help you achieve those goals. What will you and your team need to do differently? These are the details that determine whether you succeed or fall short.
Sometimes, a goal on its own can even be detrimental. Personally, I have found that publicising my goals - whether online or in conversations - can backfire. The moment I articulate a goal publicly, my brain seems to accept I’ve already achieved it and my motivation drops off a cliff. So now, instead of focusing on big declarations, I concentrate on behaviours - on the actions I need to take consistently to get there.
Work Backwards to Move Forwards
To move towards your goals, start by working backwards. Break your big ambition into actionable steps.
When we design and evaluate learning programmes in consulting, we use a four-step framework to measure effectiveness:
Reach: What learning experiences are people exposed to?
Sentiment: How do they feel about these experiences and about making a change?
Actions: What behaviours are they committing to doing differently?
Impact: What's actually starting to change - from small daily behaviours through to ultimate outcomes?
This framework can guide not just our programme evaluations but also your planning to achieve your goals for 2025.
But, you need to work through it backwards.
Start by asking, “What business outcomes am I trying to influence?”. Whether it’s revenue growth, improved employee retention, or higher client satisfaction scores, start with the end in mind:
Impact: Identify the measurable business outcomes you’re aiming for.
Example: If you want to improve employee retention, the major outcome will be reduced attrition. But don’t stop there. Dig deeper to understand the underlying causes and associated outcomes.
Actions: Pinpoint the behaviours that will lead to these outcomes.
Example: Perhaps you discover that ineffective coaching from managers is contributing to attrition. Your action might be ‘implement weekly coaching conversations’.
Sentiment: Create experiences that inspire commitment to these actions.
Example: For managers to commit to regular coaching conversations, they need to feel confident and see the value. What training or support will build that confidence?
Reach: Determine the learning experiences required to achieve these results.
Example: Design learning experiences that will build both the capability and the commitment to make these changes stick. What workshops, coaching sessions, or e-learning modules will deliver what’s needed?
Measure Success and Maximise Return on Investment
Setting a plan is only half the battle. You also need to track progress and adapt your plan as needed. Start by asking:
Are we doing what we said we’d do? If not, identify and address the blockers.
What impact are these actions having? Are you seeing early signs of behavioural change or business results?
Small adjustments can make a big difference. Pay attention to what works, what doesn’t, and why.
Achieving lasting business change often requires investment in learning and development initiatives. But how will you know if they are working? Our webinar with Jamie Garner is a useful starting point to explore impact analytics and how to implement it in your firm. Watch free and on-demand:
Whether you’re investing Partner time internally or working with external experts like Honeycomb Consulting Skills Training, you’ll want to maximise the return on your investment. That means being crystal clear about your goals, behaviours, and desired impacts before you begin.
As you plan for 2025, remember:
Set a clear goal but quickly shift your focus to behaviours.
Work backwards from your desired business impacts.
Measure progress systematically and adapt as needed.
Don’t forget to track sentiment and engagement—these are often the precursors to action.
Over to You: What’s Your Plan for 2025?
As you set your learning goals for the year ahead, perhaps consider this 4-step framework. Figure out your big goal, but then quickly pivot to what really matters: the daily actions that will move you closer to that goal.
Let me know: what are your big learning goals for 2025, and what’s your plan to achieve them? Share your thoughts and let’s make 2025 a year of meaningful growth and change.
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