Focus on your Systems, Not your Goals.

Warning: This concept might blow your mind!

We have just entered 2025. You may have already set goals for this year or are planning to do so soon. James Clear, in his book titled; "Atomic Habits" talks a lot about the benefits of habits and systems of habits. He suggests that goals setting is less beneficial that systems setting.

Why Systems?

While goals are essential for providing direction, systems offer a more sustainable and adaptable approach to achieving success. Let's explore why having a system can be more beneficial than focusing solely on goals, using the example of an adaptive leader.

Goals vs. Systems: Understanding the Difference Goals are specific outcomes you aim to achieve within a set timeframe. They are often measurable and time-bound, such as increasing sales by 20% in the next quarter or launching a new product by the end of the year.

Systems on the other hand, are the processes and routines that lead to those outcomes. They are the daily practices, habits, and workflows that consistently move you towards your objectives. For example, a system for increasing sales might include regular training sessions for the sales team, implementing a customer relationship management (CRM) tool, and conducting weekly strategy meetings.

Benefits of Systems

Consistency and Reliability

Systems create a reliable framework that ensures consistent progress. For instance, a leader who implements a system of regular feedback and performance reviews can continuously improve team performance, rather than waiting for annual reviews to address issues.

Adaptability

In a rapidly changing environment, goals can become obsolete quickly. Systems, however, are adaptable. An adaptive leader who focuses on building a system of continuous learning and innovation can pivot strategies as needed without losing momentum.

Reduced Stress

Goals can sometimes create pressure and stress, especially if they are ambitious. Systems, by focusing on daily actions and habits, reduce the pressure of achieving a specific outcome and instead emphasize steady progress. This approach can lead to a more positive and productive work environment.

Long-term Success

Systems are designed for sustainability. A leader who establishes a system of regular team-building activities and open communication channels fosters a strong, cohesive team. This not only helps in achieving immediate goals but also builds a foundation for long-term success.

Empowerment and Ownership

Systems empower team members by involving them in the process. For example, a leader who creates a system for collaborative decision-making encourages team members to take ownership of their work. This leads to higher engagement and motivation.

Source: James Clear

A Real-World Example: The Adaptive Leader

Consider Sarah, a CEO of a tech startup. Instead of setting a rigid goal to launch a new product in six months, Sarah focuses on building a system that supports innovation and agility. She implements weekly brainstorming sessions, encourages cross-functional collaboration, and invests in continuous learning for her team.

By focusing on these systems, Sarah's team is able to adapt to market changes, incorporate customer feedback quickly, and innovate continuously. Even if the initial product launch is delayed, the system ensures that the team remains productive and motivated, ultimately leading to a successful launch and a stronger company culture.

Conclusion

While goals are important for setting direction, systems provide the structure and flexibility needed for sustainable success. For leaders, especially those in dynamic environments, focusing on systems can lead to more consistent progress, reduced stress, and long-term growth. By building robust systems, leaders can empower their teams, adapt to changes, and achieve their objectives more effectively.

Think about the most impressive things you have achieved in your life. Were they achieved using consistently applied and improved processes?

Do you have effective systems in place that will help you achieve your goals or move your team's performance in the right direction?

I’m keen to hear your thoughts.

About the Author 

Angela Richardson is a master’s qualified expert in people leadership and change management. Angela has dedicated over 25 years to helping organisations build resilience to thrive and grow amidst uncertainty. Her practice focuses on equipping leaders with the knowledge, skills and mindsets needed to navigate and adapt to change effectively. 

Contact Angela, at angela@angelarichardson.com.au or on 0488 097 885