Managing Short-Term vs. Long-Term Goals in the Workplace

As a leader, aim to build something that will outlast you! The only way to do this is to be deeply productive. Many workplaces prioritize speed and immediate responses. They celebrate productivity and don't stop to consider whether it is shallow or deep productivity. Leaders NEED time and space to: 🚀 Think critically. 🚀 Develop innovative ideas. 🚀 Make thoughtful, long-term decisions. But this doesn't always happen because their schedules are dominated by tasks that require minimal cognitive effort, such as administrative duties or quick email responses. THIS is 'shallow work'. It's a problem because it results in leaders experiencing: ⚠️ Lack of Innovation ⚠️ Burnout ⚠️ Poor Decision-Making ⚠️ Strategic Drift A lot of people don't differentiate between the two types of productivity and don't realize they need to change. Here's a few ways to help with that: 1️⃣ Measure the Results of Your Work Questions to Ask: "What has improved or changed for the better because of my actions?" "How do my efforts contribute to long-term goals and not just daily tasks?" 💡 Example: Instead of completing 10 tasks in a week (productivity), you create a new feedback system that improves employee morale and performance over months (impact). 2️⃣ Observe the Growth of Your Team Questions to Ask: "Are my team members developing new skills and taking on greater responsibilities?" "Do people feel empowered to make decisions without constant oversight?" 💡 Example: A productive leader might meet their own goals; an impactful leader helps their team achieve their goals 3️⃣ Evaluate Long-Term Value Over Short-Term Outputs Questions to Ask: "Is my work solving root causes or just addressing symptoms?" "Will the benefits of my efforts be felt in a year, or just for this quarter?" 💡 Example: Instead of responding to daily issues, you implement a new system that prevents those issues from arising in the first place. 4️⃣ Seek Feedback from Others Questions to Ask: "How do others describe the effect of my leadership?" "Do people feel motivated, supported, and clear about their purpose because of my leadership?" 💡 Example: A productive leader might receive praise for efficiency; an impactful leader is recognized for empowering people and driving meaningful change. 5️⃣ Evaluate Emotional and Cultural Influence Questions to Ask: "Is the team environment more positive and collaborative because of my actions?" "Do I inspire trust and create a sense of purpose?" 💡 Example: A productive leader completes tasks; an impactful leader fosters an environment where people feel safe to contribute ideas and take risks. 6️⃣ Balance Execution with Reflection and Strategy Questions to Ask: "Am I creating time for deep thinking and strategic planning?" "How often do I improve how we work, not just what we work on?" 💡 Example: A productive leader manages tasks; an impactful leader continuously improves processes and strategies. Love to hear your thoughts on this 🙏

When things go wrong—when a project falters, a problem emerges, or a crisis unfolds—our instinct is often to blame circumstances or make excuses. But in these moments, true leadership is revealed by those who take ownership, who don’t blame others or the circumstances, who stay calm in the storm, who care for their people, and who know that as leaders they are responsible for the systems, processes, and culture of the organizations they lead. When those things aren’t aligned with the mission, when the crisis reveals that these are out of alignment, that’s on us as leaders. It’s not enough to set goals, establish metrics, and push for results. Metrics and incentives are powerful tools—but only when they reflect the true mission of the organization. If the metrics we measure don’t align with the mission, they can pull us off course. That doesn’t mean they are bad metrics—they may even deliver some wins or have noble intentions—but if they become the focus rather than a tool, they risk distracting us from our true North Star. Leadership requires the courage and discipline to maintain perspective. To keep the long-term mission in focus and resist the allure of short-term thinking. When we allow ourselves to be drawn into short-term thinking, we risk creating metrics or a culture that doesn't align with the true long-term goal. That can cause organizations to slowly drift off course—not because people aren’t working hard or trying their best, but because they’ve been unintentionally pulled in the wrong direction by metrics or goals that don’t match the mission. When that happens - that’s a leadership problem. As Charlie Munger said: “Show me the incentive, and I’ll show you the outcome.” People respond to what they are rewarded for. Similarly, we get what we measure, and what we measure usually reveals what we truly prioritize, regardless of what we say. So as leaders, we need to ask: - Do the metrics we’re measuring serve the long-term mission? - Are we rewarding behaviors that align with our real priorities? - Are we staying disciplined and focused on the long-term North Star? Leadership requires continuously aligning the organization with what really matters. When the incentives and metrics reflect the true mission, and when the culture supports that alignment, we create an environment where teams can thrive. That’s when leaders can step back, decentralize decision-making, and trust our people to execute. So take a hard look at your metrics, your incentives, and your culture. Are they truly aligned with your mission, or have they drifted? If something’s off, it’s on you to fix it. If everything is aligned, trust your team, stay focused on the long term, and get out of their way. 

Short-term wins vs. Long-term growth - A false dichotomy. There's always this perceived tension between short-term wins vs. long-term growth.   I generally find it to be either...   a) A false dichotomy (because if you figure out the right long-term plan, you can take quick incremental steps in the given strategic direction to drive short-term outcomes while building towards sustainable and meaningful long-term innovation.   b) Even if there's a juicy (hard to pass up!) short-term win that isn't aligned to a long-term strategy - it's generally a lousy tradeoff that both costs more than you'd expect and returns much less than you'd hope. Thrash, distraction, and tech/business/ops debt combined with lackluster outcomes all conspire to just make it a shit deal Take the time to capture all the ideas for real, meaningful long-term innovation, stack rank them, and THEN choose the top candidate that will move the needle.    Then develop a roadmap of thin slices in that strategic direction to drive short-term growth on the way to long-term change.

It's funny that when I first started in marketing, I thought the hardest part would be the marketing itself. Boy, oh, boy, was I wrong! After working with several brands, leaders, and entrepreneurs, I've learned that the real challenge is getting everyone to agree. Whether for a content strategy, a demand generation campaign, or a new #ABM initiative, the challenge is always bridging the gap between what you know works and what leadership thinks is effective. Fundamentally, it's about building trust, and that's not always easy. Here's what I've learned about getting everyone on the table: ✔️Reframe the conversation. Don't just react to requests; guide the discussion. For example, instead of: 👉🏾"We need more leads," try. "Let's focus on what's driving the highest-value conversions." 👉🏾"We should be everywhere," try. "Let's invest in the channels where our target audience is most engaged." 👉🏾"We need to go viral," try, "Let's build a consistent strategy for creating content that resonates and generates long-term engagement." ✔️As a marketer, your role is not merely execution but also strategically shaping and defending the approach. ✔️Always acknowledge and address the tension. Leaders often want immediate results, while marketing strategies require a longer-term perspective. So don't just push back; explain the long-term vision while incorporating quick wins to demonstrate progress and build confidence. ✔️Find that balance between short-term goals and long-term strategy. ✔️Speak their language, avoid marketing jargon, and focus on business outcomes. For example; 👉🏾Instead of engagement metrics, focus on how marketing and ABM influence revenue. 👉🏾Clearly articulate your strategy and the rationale behind it. 👉🏾Invite input and questions to encourage collaboration. 👉🏾Save the detailed marketing metrics for internal team discussions. 👉🏾Prioritize your battles. Not every request is worth fighting over. 👉🏾Focus your energy on defending the core elements of your strategy, like positioning, messaging, and brand narrative. Don't let short-sighted requests derail your overall vision. It's about learning to operate like an executive, understanding their priorities, and communicating in a way that resonates with them. This approach will help you secure the resources and creative freedom you need to drive successful marketing campaigns. What are your go-to strategies for getting everyone from the leadership on board? #demandgeneration #b2bmarketing #marketingstrategy

Working at Amazon Web Services (AWS) has changed the way I think about my career. It might for you too. Here's why. Amazon works backwards. You should too. It's a process where the end goal is provided first, and then work begins to identify steps necessary to make it happen. I've applied the same process to how I think about my career. What does my "Final Product" look like? Where do I want to be in 20 years? The next time you get that question, use these 4 tips to build a stronger development plan: 1️⃣ Work backwards: To reach your 25 year goal, what are the roles and experiences you will need? Do you have them all? What do you need to do to gain those experiences. 2️⃣ Short Term Steps: You know where you're going, but it's hard to manage a 25 year long plan. What are the 1-2 year steps for growth that are obtainable now? Build your plan in these smaller steps to make it more manageable. 3️⃣ Identify obstacles: What could go wrong in your plan and how will you overcome them? Layoffs, paused promotions, life. All of that happens. Have a backup plan at all times to keep working that long term goal. 4️⃣ Enjoy the Milestones: If you're career driven, it can be hard to enjoy the short term victories. That recent promotion, a shoutout from a customer, a pay raise. All of that is a part of the journey - make sure to appreciate it and celebrate it! Do you have a career plan that looks like this? If not, tell me how you do it in the comments! I'd love to learn :) ♻️ Follow me for more updates on cloud computing, AI, career guidance, and other things of interest to me! -------- AWS Training and Certifications Amazon

Balancing Short-Term Revenue Goals with Long-Term Business Sustainability Running a business is like driving a car: you need to get to the finish line (reach your revenue goals) but also keep the car in good shape for the long haul (ensure long-term success). So how do you strike this balance? Here are some key strategies: Focus on Customer Lifetime Value (CLV): Don't just chase quick sales. Think about how much revenue a customer brings over time. Building strong customer relationships leads to repeat business and a more stable revenue stream. Invest in Innovation: Don't get stuck in the past. Set aside resources to develop new products and services that will keep your business relevant and competitive in the long run. Prioritize Employee Well-being: Happy employees are productive employees! Investing in training and development keeps your team engaged and motivated, leading to better performance and lower turnover. Sustainable Practices: Consider your environmental impact! Implementing eco-friendly practices not only benefits the planet but can also resonate with customers and boost your brand image. Remember, short-term wins are great, but building a sustainable business is the key to long-term success. If you have any experiences or questions about balancing short-term and long-term goals in your business, share them in the comments below. #RevOps #BusinessStrategy #Sustainability #LongTermGrowth