{"id":50385,"date":"2025-12-19T16:31:20","date_gmt":"2025-12-19T23:31:20","guid":{"rendered":"https:\/\/www.franklincovey.com\/?p=50385"},"modified":"2025-12-31T10:37:25","modified_gmt":"2025-12-31T17:37:25","slug":"work-goal-examples","status":"publish","type":"post","link":"https:\/\/franklincovey.kz\/en\/blog\/work-goal-examples\/","title":{"rendered":"10 Work Goal Examples for Successful Leaders"},"content":{"rendered":"\n<section class=\"block block-blog-header\">\n    <div class=\"uk-flex uk-justify-sb\">\n        <div class=\"hero-content\">\n            <h1>10 Work Goal Examples for Successful Leaders<\/h1>\n                                        <div class=\"publication-date\">Published: 12\/19\/25<\/div>\n                    <\/div>\n        <div class=\"hero-image\">\n                            <img decoding=\"async\" src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/blank.gif\"\n                dam=\"true\"\n                data-src=\"https:\/\/franklincovey.kz\/wp-content\/uploads\/2025\/12\/blog-leadership-goals-340x340-1.jpg\"\n                alt=\"\"\n                class=\"image-main lazy\">\n                    <\/div>\n    <\/div>\n    <span class=\" animated-line\"><\/span>\n<\/section>\n\n<section class=\"block block-table-of-contents\" id=\"block_5be28f0a6710c8279a14c20588dad93e\">\n\t<div class=\"uk-container\">\n\t\t<div class=\"heading\">\n\t\t\t<div class=\"title\">Table of Contents<\/div>\n\t\t\t\t\t<\/div>\n\t\t<ul class=\"items\">\n\t\t\t\t\t\t\t<li><a href=\"#a1\" alt=\"Why Setting Work Goals Matters for Leaders\u00a0\" class=\"link-to-anchor\">Why Setting Work Goals Matters for Leaders\u00a0<\/a><\/li>\n\t\t\t\t\t\t\t<li><a href=\"#a2\" alt=\"How Leaders Can Set Effective Work Goals\u00a0\" class=\"link-to-anchor\">How Leaders Can Set Effective Work Goals\u00a0<\/a><\/li>\n\t\t\t\t\t\t\t<li><a href=\"#a3\" alt=\"10 Work Goal Examples for Successful Leaders in 2026\u00a0\" class=\"link-to-anchor\">10 Work Goal Examples for Successful Leaders in 2026\u00a0<\/a><\/li>\n\t\t\t\t\t\t\t<li><a href=\"#a8\" alt=\"Skill-Based Work Goals\u00a0\" class=\"link-to-anchor\">Skill-Based Work Goals\u00a0<\/a><\/li>\n\t\t\t\t\t\t\t<li><a href=\"#a9\" alt=\"Professional Development Work Goals\u00a0\" class=\"link-to-anchor\">Professional Development Work Goals\u00a0<\/a><\/li>\n\t\t\t\t\t\t\t<li><a href=\"#a10\" alt=\"Performance &#038; Role\u2011Based Work Goals\u00a0\" class=\"link-to-anchor\">Performance &#038; Role\u2011Based Work Goals\u00a0<\/a><\/li>\n\t\t\t\t\t\t\t<li><a href=\"#a12\" alt=\"Improve Goal Setting and Execution in 2026 and Beyond\u00a0\" class=\"link-to-anchor\">Improve Goal Setting and Execution in 2026 and Beyond\u00a0<\/a><\/li>\n\t\t\t\t\t<\/ul>\n\t<\/div>\n\t<span class=\"animated-line\"><\/span>\n<\/section>\n\n<script type=\"text\/javascript\">\n\tjQuery(function(){\n\t\t$(\"#block_5be28f0a6710c8279a14c20588dad93e .link-to-anchor\").click(function() {\n\t\t\tvar $me = jQuery(this);\n\t\t    $([document.documentElement, document.body]).animate({\n\t\t        scrollTop: $($me.attr('href')).offset().top - (jQuery('#main-header').outerHeight() + 75)\n\t\t    }, 1000);\n\t\t});\n\t});\n<\/script>\n\n\n<p class=\"wp-block-paragraph\"><strong>Key Takeaways<\/strong>&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Effective leaders set clear, measurable goals to drive team performance, engagement, and continuous improvement.&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Skill\u2011based, professional development, and performance goals help leaders model behaviors they expect from their teams.&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Strong goal\u2011setting habits support clarity, accountability, and sustainable results over time.&nbsp;<\/li>\n<\/ul>\n\n\n<a href=\"#\" class=\"block-anchor-point\" id=\"a1\">&nbsp;<\/a>\n\n\n<h2 class=\"wp-block-heading\" id=\"h-why-setting-work-goals-matters-for-leaders-nbsp\"><strong>Why Setting Work Goals Matters for Leaders<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Work goals are clear, measurable&nbsp;objectives&nbsp;that align intentions with outcomes. For leaders, setting and modeling such goals&nbsp;establishes&nbsp;a roadmap of what matters, creates shared focus, and anchors daily efforts. When leaders own their goals publicly, teams gain clarity on priorities, understand how success will be measured, and can align their efforts accordingly.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This alignment becomes even more critical in 2026, as organizations navigate shifting business environments, evolving technologies, and changing workforce expectations. Leaders who&nbsp;establish&nbsp;firm yet flexible goals build the foundation for consistent execution, resilience, and performance&nbsp;throughout the year.&nbsp;<\/p>\n\n\n<a href=\"#\" class=\"block-anchor-point\" id=\"a2\">&nbsp;<\/a>\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-leaders-can-set-effective-work-goals-nbsp\"><strong>How Leaders Can Set Effective Work Goals<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Strong goals&nbsp;for leaders&nbsp;are focused, measurable, and designed for execution.&nbsp;Here\u2019s&nbsp;how to build them with clarity and impact:&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-1-nbsp-focus-on-the-wildly-important-nbsp\"><strong>1.&nbsp;Focus on the Wildly Important<\/strong>&nbsp;<\/h2>\n\n\n<section class=\"block block-pull-quote\">\n    <img decoding=\"async\" class=\"quote\" src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/quote.png\" alt=\"Quote PNG\">\n    <div class=\"quote-inner\">\n        <h2>Focusing on the wildly important requires you to go against your basic wiring as a leader to do more, and instead, focus on less so that your team can achieve more.<\/h2>\n        <p class=\"quote-author\">&mdash; Sean Covey, co-author of\u00a0<em>The\u00a04 Disciplines of Execution<\/em><\/p>\n    <\/div>\n    <span class=\"animated-line\"><\/span>\n<\/section>\n\n\n<p class=\"wp-block-paragraph\">Leaders juggle countless priorities, but not all goals deserve equal attention.&nbsp;Identify&nbsp;one&nbsp;<a href=\"http:\/\/127.0.0.1:8081\/courses\/the-4-disciplines\/discipline-1-wildly-important\/\" target=\"_blank\" rel=\"noreferrer noopener\">Wildly Important Goal<\/a><sup>\u00ae<\/sup>&nbsp;(WIG<sup>\u00ae<\/sup>) that, if achieved, would make the biggest difference.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">WIGs are high-stakes, high-impact&nbsp;objectives&nbsp;that&nbsp;wouldn\u2019t&nbsp;otherwise be achieved without deliberate focus and sustained effort. They should be clear, specific, and follow the \u201cFrom X to Y by When\u201d format to track meaningful progress.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Examples of WIGs include:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Increase qualified pipeline opportunities from $3.5M to $5.5M by the&nbsp;end of the&nbsp;fiscal year.&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Reduce average order fulfillment time from 10 days to 6 days by the end of Q2.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Identifying&nbsp;your WIG and ensuring you have an execution framework to achieve it can turn rote New Year\u2019s resolutions into&nbsp;major progress in your role and for your organization.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Download our interactive workbook to clarify&nbsp;top priorities and follow a simple formula to achieve your top priorities:&nbsp;<\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-4-steps-to-refine?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>4 Steps to Refine and Execute Your Team Goals<\/strong><\/a>&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-2-invest-time-where-it-matters-nbsp\"><strong>2. Invest Time Where It Matters<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The most effective leaders&nbsp;don\u2019t&nbsp;just manage&nbsp;their&nbsp;time\u2014they&nbsp;invest&nbsp;it wisely.&nbsp;Put&nbsp;key&nbsp;priorities&nbsp;first by using&nbsp;tools or referencing charts&nbsp;like&nbsp;the&nbsp;<a href=\"http:\/\/127.0.0.1:8081\/courses\/the-7-habits\/habit-3\/\" target=\"_blank\" rel=\"noreferrer noopener\">Four Quadrants of Time Management<\/a>.&nbsp;Dividing work into these quadrants&nbsp;helps leaders distinguish between what feels urgent and what is&nbsp;truly important.&nbsp;<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large\"><img decoding=\"async\" src=\"http:\/\/127.0.0.1:8081\/wp-content\/uploads\/2024\/10\/the-four-quadrants_783x783-700x700.png\" alt=\"\" class=\"wp-image-43106\"\/><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\"><br>Too often, the whirlwind of daily tasks pulls leaders into Quadrant&nbsp;1&nbsp;(urgent and&nbsp;important) or even Quadrant&nbsp;3&nbsp;(urgent but&nbsp;not&nbsp;important) activities. But long-term impact comes from consistently&nbsp;operating&nbsp;in Quadrant&nbsp;2, where leaders focus on tasks that are important but not urgent.&nbsp;This is where strategic thinking, planning, coaching, innovation, and team development live. These are the activities that&nbsp;don\u2019t&nbsp;demand your attention today but&nbsp;determine&nbsp;your results tomorrow.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Making space for Quadrant&nbsp;2&nbsp;work requires intentional planning and the discipline to protect time from distraction. Leaders who do this create the clarity, capacity, and focus needed to lead&nbsp;at&nbsp;a higher level.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Become a master of time management and achieve your top priorities when you download our guide,&nbsp;<\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-manage-your-time-like-a-pro?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Manage Your Time Like a Pro: 7 Tips for Doing What Matters Most<\/strong><\/a><strong>.<\/strong>&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-3-execute-with-consistency-nbsp\"><strong>3. Execute with Consistency<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Great goals require a consistent rhythm of follow-through. The most effective leaders build a&nbsp;<a href=\"http:\/\/127.0.0.1:8081\/courses\/the-4-disciplines\/discipline-4-accountability\/\" target=\"_blank\" rel=\"noreferrer noopener\">cadence of accountability<\/a>&nbsp;by setting aside time each week to review progress, report on commitments, and realign focus.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This weekly rhythm ensures that priorities&nbsp;don\u2019t&nbsp;get lost in the whirlwind. It creates space for reflection, reinforces ownership, and allows for&nbsp;timely&nbsp;course corrections\u2014all critical to sustaining momentum. With a consistent cadence to check in on progress, leaders turn goals into habits, and habits into results.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Create a winnable game&nbsp;and set yourself up for success in 2026 with our guide,&nbsp;<\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-execute-your-strategic-goals?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Execute Your Strategic Goals and Create Breakthrough Results<\/strong><\/a><strong>.&nbsp;<\/strong>&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-4-make-progress-visible-nbsp\"><strong>4. Make Progress Visible<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">When progress is visible, motivation increases, focus sharpens, and accountability grows.&nbsp;That\u2019s&nbsp;why leaders should create a visible and&nbsp;<a href=\"http:\/\/127.0.0.1:8081\/courses\/the-4-disciplines\/discipline-3-scoreboard\/\" target=\"_blank\" rel=\"noreferrer noopener\">compelling scoreboard<\/a>&nbsp;to make goal progress obvious\u2014not buried in spreadsheets or saved for quarterly reviews.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Whether you use a shared digital dashboard or a physical team scoreboard, the goal is the same:&nbsp;to&nbsp;help everyone&nbsp;immediately&nbsp;see&nbsp;whether&nbsp;they\u2019re&nbsp;winning&nbsp;or falling behind. This kind of visual tracking reinforces lead measures, sparks problem-solving, and keeps the team aligned around outcomes that matter.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Visibility also builds momentum. When people can see their efforts moving the needle, even in small increments, they stay engaged. And when things stall, the data provides a clear signal to adjust.&nbsp;<\/p>\n\n\n<a href=\"#\" class=\"block-anchor-point\" id=\"a3\">&nbsp;<\/a>\n\n\n<h2 class=\"wp-block-heading\" id=\"h-10-work-goal-examples-for-successful-leaders-in-2026-nbsp\"><strong>10 Work Goal Examples for Successful Leaders in 2026<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Below are&nbsp;10&nbsp;goal examples for leaders, grouped into three categories. Each includes a brief explanation and a practical example that could apply in 2026\u2019s fast\u2011changing environment.&nbsp;<\/p>\n\n\n<a href=\"#\" class=\"block-anchor-point\" id=\"a8\">&nbsp;<\/a>\n\n\n<h2 class=\"wp-block-heading has-x-large-font-size\" id=\"h-skill-based-work-goals\"><strong><u>Skill-Based Work Goals<\/u><\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Skill-based goals help leaders strengthen the foundational capabilities that drive influence, execution, and trust. This will prove&nbsp;especially vital as 2026 brings&nbsp;new technologies, changing team dynamics, and increased complexity.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-1-improve-team-communication-nbsp\"><strong>1. Improve Team Communication<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Strong communication&nbsp;is the backbone of effective leadership. It creates the clarity teams need to execute, the trust&nbsp;required&nbsp;to collaborate, and the alignment necessary to meet shared goals. In 2026, many teams continue to navigate hybrid schedules, cross-functional projects, and increasingly fast-paced decision-making. Without intentional communication, priorities become&nbsp;unclear,&nbsp;engagement drops, and execution suffers.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Leaders&nbsp;need to&nbsp;set&nbsp;specific&nbsp;goals that go beyond \u201ccommunicate more.\u201d Rather, leaders should focus on building specific behaviors into the rhythm of team life. This could include implementing structured weekly updates, applying targeted&nbsp;<a href=\"http:\/\/127.0.0.1:8081\/blog\/communication-strategies\/\" target=\"_blank\" rel=\"noreferrer noopener\">communication strategies<\/a>,&nbsp;facilitating&nbsp;open-ended feedback sessions, or taking a targeted&nbsp;<a href=\"http:\/\/127.0.0.1:8081\/courses\/navigating-difficult-conversations\/\" target=\"_blank\" rel=\"noreferrer noopener\">communication course<\/a>&nbsp;that reinforces key messaging and listening techniques.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Strong communication&nbsp;habits also prevent avoidable rework, improve psychological readiness for change, and create a more accountable&nbsp;and&nbsp;connected culture. For example,&nbsp;adjusting meeting cadence and clarity may directly reduce time spent resolving misunderstandings or chasing incomplete updates.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Example:<\/strong>&nbsp;<br><em>Improve team communication clarity and alignment by increasing team satisfaction scores from 72% to 85% within 12 weeks.<\/em>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Ensure your message resonates when you download our guide,&nbsp;<\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-communicate-with-impact?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>How Leaders Can Communicate With Impact<\/strong><\/a><strong>.&nbsp;<\/strong>&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-2-lead-effective-ai-adoption-nbsp\"><strong>2. Lead Effective AI Adoption<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">AI is consistently reshaping how teams handle analysis, reporting, customer interactions, and even creative problem-solving. Yet, while&nbsp;<a href=\"https:\/\/www.ey.com\/en_gl\/insights\/workforce\/work-reimagined-survey\" target=\"_blank\" rel=\"noreferrer noopener\">88% of organizations are using AI<\/a>&nbsp;at work, only 28% have positioned their people to achieve transformative business impact from it. This gap highlights a growing leadership challenge:&nbsp;Adoption alone&nbsp;isn\u2019t&nbsp;enough\u2014success hinges on how effectively leaders guide their teams through implementation.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In 2026, the difference between teams that thrive and those that stall will depend on whether leaders set clear, actionable goals for&nbsp;<a href=\"http:\/\/127.0.0.1:8081\/courses\/leading-ai-adoption\/\" target=\"_blank\" rel=\"noreferrer noopener\">AI adoption<\/a>. These goals should build team competence and confidence, starting with&nbsp;identifying&nbsp;high-impact workflows\u2014such as forecasting, knowledge retrieval, or process automation\u2014where AI can measurably improve performance.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Leaders must also ensure AI is introduced responsibly, with proper oversight and alignment to strategic priorities. When adoption is&nbsp;led effectively, the benefits extend beyond efficiency. Teams can offload repetitive work and reinvest their time&nbsp;in&nbsp;more strategic, creative, or collaborative efforts, increasing both output and morale.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Strong goals in this area might focus on piloting tools in defined use cases, fostering shared learning across the team, or creating feedback loops to assess and adjust implementation.&nbsp;Ultimately, leaders&nbsp;are pivotal for creating space for teams to<a href=\"http:\/\/127.0.0.1:8081\/blog\/embrace-ai-in-the-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\">&nbsp;<\/a><a href=\"http:\/\/127.0.0.1:8081\/blog\/embrace-ai-in-the-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\">embrace AI in the workplace<\/a>&nbsp;in ways that are both strategic and aligned with core business priorities.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Example:<\/strong>&nbsp;<br><em>Enhance team productivity by implementing AI into two high-impact workflows and achieving&nbsp;30% time&nbsp;savings by the end of the quarter.<\/em>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Download our guide,&nbsp;<\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-human-ai-partnership?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>The Human + AI Partnership<\/strong><\/a><strong>,&nbsp;to speed AI adoption by&nbsp;leveraging&nbsp;the strengths of your team.<\/strong>&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-3-refine-coaching-skills-nbsp\"><strong>3. Refine Coaching Skills<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Effective leaders&nbsp;don\u2019t&nbsp;just direct\u2014they develop others. Coaching is a critical leadership skill that drives growth, alignment, and long-term engagement. When approached with intention, coaching helps individuals take ownership of their performance, navigate challenges, and pursue meaningful development paths.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"http:\/\/127.0.0.1:8081\/courses\/6-critical-practices\/communicate-as-a-coach\/\" target=\"_blank\" rel=\"noreferrer noopener\">Regular 1-on-1 conversations<\/a>&nbsp;are one of the most important tools in a leader\u2019s coaching toolkit. But to be effective, they need structure, consistency, and a focus on outcomes. Goals in this area should emphasize regular 1-on-1s, action-based follow-ups, and alignment with each team member\u2019s development goals.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Effective coaching also plays a critical role in gaining buy-in. When people feel seen, heard, and supported,&nbsp;they\u2019re&nbsp;more likely to commit to goals, own their performance, and align with the team\u2019s mission. It helps reduce friction, strengthen collaboration, and create a culture where people are motivated to improve\u2014not just for their leader, but for themselves.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"http:\/\/127.0.0.1:8081\/coaching\/\" target=\"_blank\" rel=\"noreferrer noopener\">Coaching services<\/a>&nbsp;can provide tools and frameworks that help leaders strengthen this skill, reinforce consistency, and approach development conversations with clarity and impact.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Example:<\/strong>&nbsp;<br><em>Ensure 100% of team members complete a career development course or certification aligned with their growth plans within the next 90 days.<\/em>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Discover the power of personal coaching&nbsp;in uncertain times when you download our guide,&nbsp;<\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-coaching-equip-your-leaders?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Coaching: Equip Your Leaders to Navigate What\u2019s Next<\/strong><\/a><strong>.&nbsp;<\/strong>&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-4-build-conflict-resolution-skills-nbsp\"><strong>4. Build Conflict-Resolution Skills<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Most of us&nbsp;don\u2019t&nbsp;enjoy conflict. But&nbsp;it\u2019s&nbsp;often inevitable at work\u2014and&nbsp;when&nbsp;it\u2019s&nbsp;handled well, it becomes a catalyst for growth, alignment, and stronger working relationships. In high-performing teams, conflict&nbsp;isn\u2019t&nbsp;ignored or minimized.&nbsp;It\u2019s&nbsp;surfaced early, addressed directly, and resolved in ways that preserve trust and move the team forward.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Leaders play&nbsp;a central role&nbsp;in modeling this approach. Avoidance, ambiguity, or reactive behavior can quickly erode team culture. On the other hand, leaders who set clear goals around developing conflict-resolution skills help create an environment of clarity, candor, and mutual respect.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This begins with learning to recognize the difference between healthy tension and damaging friction. It also requires&nbsp;leaders to rebuild&nbsp;<a href=\"http:\/\/127.0.0.1:8081\/courses\/leading-at-the-speed-of-trust\/\" target=\"_blank\" rel=\"noreferrer noopener\">trust<\/a>&nbsp;and&nbsp;credibility when&nbsp;it&#8217;s&nbsp;strained, and practicing&nbsp;<a href=\"http:\/\/127.0.0.1:8081\/courses\/navigating-difficult-conversations\/\" target=\"_blank\" rel=\"noreferrer noopener\">navigating difficult conversations<\/a>&nbsp;to approach&nbsp;sensitive issues with clarity and composure.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Leaders who invest in this skill are better equipped to defuse emotional tension,&nbsp;maintain&nbsp;momentum on critical initiatives, and help their teams stay focused on shared outcomes. Over time, this builds a culture where feedback is&nbsp;welcomed,&nbsp;concerns are addressed early, and collaboration becomes more resilient\u2014especially under pressure.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Example:<\/strong>&nbsp;<br><em>Facilitate a conflict-resolution mini-workshop or peer learning session within 30 days of completing formal training to reinforce skills across the team.<\/em>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Learn to handle conflict effectively&nbsp;and build stronger team relationships with our guide,&nbsp;<\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-navigating-difficult-conversations?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Navigating Difficult Conversations: 4 Strategies to Tackle Tension With Confidence<\/strong><\/a><strong>.<\/strong>&nbsp;<\/p>\n\n\n<a href=\"#\" class=\"block-anchor-point\" id=\"a9\">&nbsp;<\/a>\n\n\n<h2 class=\"wp-block-heading has-x-large-font-size\" id=\"h-professional-development-work-goals-nbsp\"><strong><u>Professional Development Work Goals<\/u>&nbsp;<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">These goals help leaders expand their perspective, build new capabilities, and prepare their teams and organizations for&nbsp;what\u2019s&nbsp;next.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-5-complete-a-leadership-development-program-nbsp\"><strong>5. Complete a Leadership Development Program<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Leadership&nbsp;requires&nbsp;more than technical competence\u2014it also demands self-awareness, adaptability, and the ability to&nbsp;<a href=\"http:\/\/127.0.0.1:8081\/leading-through-uncertainty\/\" target=\"_blank\" rel=\"noreferrer noopener\">lead others through uncertainty<\/a>&nbsp;and change. Structured development programs offer leaders the space to learn and apply high-impact practices that sharpen execution and build trust.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">By&nbsp;participating&nbsp;in a formal<a href=\"http:\/\/127.0.0.1:8081\/why-franklincovey\/leadership\/\" target=\"_blank\" rel=\"noreferrer noopener\">&nbsp;<\/a><a href=\"http:\/\/127.0.0.1:8081\/why-franklincovey\/leadership\/\" target=\"_blank\" rel=\"noreferrer noopener\">leadership development<\/a>&nbsp;program, leaders can refine strategic thinking, improve decision-making, and build greater confidence in leading teams through complex challenges. The most effective programs are grounded in real-world application\u2014ensuring that&nbsp;new ideas&nbsp;don\u2019t&nbsp;stay theoretical&nbsp;but translate into meaningful behavior change.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Whether&nbsp;it&#8217;s&nbsp;improving how you delegate, making faster and clearer decisions, or increasing the frequency and quality of feedback, development programs help turn leadership into a repeatable skill set.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Example:<\/strong>&nbsp;<br><em>Complete a certified leadership development program and apply three new leadership practices on the job within 12 weeks.<\/em>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Build a leadership playbook to future-proof your organization with our guide,&nbsp;<\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-where-are-all-the-great-leaders?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Where Are All the Great Leaders?&nbsp;Solving the Leadership Crisis in a Disruptive World<\/strong><\/a><strong>.<\/strong>&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-6-nbsp-enhance-meeting-effectiveness-nbsp\"><strong>6.&nbsp;Enhance Meeting Effectiveness<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The average executive spends a staggering&nbsp;<a href=\"https:\/\/www.inc.com\/geoffrey-james\/you-simply-wont-believe-how-much-time-you-waste-in-meetings-at-work-according-to-mit.html\" target=\"_blank\" rel=\"noreferrer noopener\">23 hours per week<\/a>&nbsp;in meetings, while the average employee attends&nbsp;<a href=\"https:\/\/www.goldenstepsaba.com\/resources\/time-wasted-in-meetings\/\" target=\"_blank\" rel=\"noreferrer noopener\">62 meetings per month<\/a>.&nbsp;Although&nbsp;face&nbsp;time can improve collaboration, communication, and innovation, not all meetings are created equal;&nbsp;only&nbsp;<a href=\"https:\/\/www.thetreetop.com\/statistics\/time-wasted-in-meetings-statistics\" target=\"_blank\" rel=\"noreferrer noopener\">11% of meetings<\/a>&nbsp;can be considered productive, with&nbsp;71% of senior&nbsp;managers believing&nbsp;meetings&nbsp;to&nbsp;be inefficient.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Leaders can improve meeting effectiveness by being intentional about purpose, structure, and outcomes. Every meeting should have a clear&nbsp;objective\u2014such as&nbsp;making a decision, solving a problem, or&nbsp;aligning&nbsp;the team\u2014communicated in advance along with a focused agenda.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Whether scheduling a 1-on-1,&nbsp;a weekly&nbsp;team&nbsp;stand-up, or a department-wide call, leaders can model disciplined meeting behavior by starting and ending on time, limiting attendance to essential contributors, and&nbsp;facilitating&nbsp;balanced participation so the right voices are heard. Effective leaders also ensure meetings drive action by summarizing key decisions, clarifying next steps, and assigning&nbsp;action items for others to &#8220;own&#8221;&nbsp;before the meeting ends.&nbsp;In 1-on-1 meetings, leaders can improve effectiveness and help develop their direct reports by asking thoughtful questions and soliciting feedback about how team members would&nbsp;benefit most from the session.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Over time, consistently well-run meetings build trust, reduce wasted time, and increase team accountability.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Example:<\/strong>&nbsp;<br><em>Implement agendas and desired outcomes for all meetings led and&nbsp;increase&nbsp;action&nbsp;item&nbsp;follow-through time by 50% in Q1.<\/em>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Make the most of your meetings with your team members when you download our guide,&nbsp;<\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-100-questions-for-better-1-on-1s?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>100+ Questions for Better 1-on-1s With Your Direct Reports<\/strong><\/a><strong>.&nbsp;<\/strong>&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-7-develop-cross-functional-collaboration-nbsp\"><strong>7. Develop Cross\u2011Functional Collaboration<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">No leader&nbsp;operates&nbsp;in a vacuum.&nbsp;Strong performance&nbsp;depends on effective coordination across departments, especially in matrixed or fast-moving organizations. When cross-functional collaboration breaks down, so does execution.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Setting goals to develop deeper collaboration skills strengthens relationships across teams and improves the speed and quality of shared work. Leaders can do this by learning what it takes to build an<a href=\"https:\/\/www.franklincovey.com\/blog\/how-to-build-an-effective-cross-functional-team\/\" target=\"_blank\" rel=\"noreferrer noopener\">&nbsp;<\/a><a href=\"https:\/\/www.franklincovey.com\/blog\/how-to-build-an-effective-cross-functional-team\/\" target=\"_blank\" rel=\"noreferrer noopener\">effective cross-functional team<\/a>&nbsp;and applying proven<a href=\"https:\/\/www.franklincovey.com\/blog\/improve-team-collaboration-strategies-for-synergetic-success\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">&nbsp;<\/a><a href=\"https:\/\/www.franklincovey.com\/blog\/improve-team-collaboration-strategies-for-synergetic-success\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">team collaboration strategies<\/a>&nbsp;to improve workflows, accountability, and handoffs.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Engaging in department-shadowing, co-leading initiatives, or launching cross-functional task forces are all high-value ways to increase understanding and alignment.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Example:<\/strong>&nbsp;<br><em>Strengthen cross-functional alignment by completing four department shadowing sessions and launching one shared improvement initiative within 12 weeks.<\/em>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Improve collaboration and reduce misinformation with our guide,&nbsp;<\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-misunderstood-to-magnetic?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>From Misunderstood to Magnetic:&nbsp;A Leader\u2019s Guide to Clear Communication<\/strong><\/a><strong>.&nbsp;&nbsp;<\/strong>&nbsp;<\/p>\n\n\n<a href=\"#\" class=\"block-anchor-point\" id=\"a10\">&nbsp;<\/a>\n\n\n<h2 class=\"wp-block-heading has-x-large-font-size\" id=\"h-performance-amp-role-based-work-goals-nbsp\"><strong><u>Performance &amp; Role\u2011Based Work Goals<\/u>&nbsp;<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">These goals tie leadership directly to measurable outcomes, helping teams focus on priorities, improve productivity, and grow engagement.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-8-set-clear-team-performance-objectives-nbsp\"><strong>8. Set Clear Team Performance Objectives<\/strong>&nbsp;<\/h2>\n\n\n<section class=\"block block-pull-quote\">\n    <img decoding=\"async\" class=\"quote\" src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/quote.png\" alt=\"Quote PNG\">\n    <div class=\"quote-inner\">\n        <h2>In most organizations, only 15% of the front line can name the most important goals of the team. The further from the top of the organization they are, the lower the clarity.<\/h2>\n        <p class=\"quote-author\">&mdash; Sean Covey\u00a0<\/p>\n    <\/div>\n    <span class=\"animated-line\"><\/span>\n<\/section>\n\n\n<p class=\"wp-block-paragraph\">Too many goals can blur focus. One of the most powerful things a leader can do is define one clear, high-impact&nbsp;objective&nbsp;that drives execution across the team.&nbsp;That\u2019s&nbsp;the value of&nbsp;identifying&nbsp;a<a href=\"http:\/\/127.0.0.1:8081\/courses\/the-4-disciplines\/discipline-1-wildly-important\/\" target=\"_blank\" rel=\"noreferrer noopener\">&nbsp;<\/a>WIG\u2014it helps the team prioritize what truly matters and direct their energy toward it.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">While<a href=\"http:\/\/127.0.0.1:8081\/blog\/okr-performance-management\/\" target=\"_blank\" rel=\"noreferrer noopener\">&nbsp;<\/a><a href=\"http:\/\/127.0.0.1:8081\/blog\/okr-performance-management\/\" target=\"_blank\" rel=\"noreferrer noopener\">OKRs<\/a>&nbsp;and KPIs are useful, they can lead to scattered attention&nbsp;if&nbsp;not managed well. A WIG forces clarity and helps reduce noise by aligning team effort around a single, measurable outcome.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When leaders&nbsp;set&nbsp;a WIG and support it with systems for tracking and accountability, they create forward motion that lasts beyond a single quarter.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Example:<\/strong>&nbsp;<br><em>Establish one&nbsp;Wildly Important&nbsp;Goal&nbsp;for the quarter and increase team performance on that priority from a 60% baseline to 90% completion within 12 weeks.<\/em>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Bolster team buy-in and motivation with our guide,&nbsp;<\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-8-ways-to-boost?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>8 Ways to Boost Your Team\u2019s Commitment to Goals<\/strong><\/a><strong>.&nbsp;<\/strong>&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-9-improve-team-productivity-metrics-nbsp\"><strong>9. Improve Team Productivity Metrics<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Leaders&nbsp;are responsible for&nbsp;helping their teams&nbsp;operate&nbsp;as efficiently and strategically as possible. This&nbsp;doesn\u2019t&nbsp;just mean doing more\u2014it means doing what matters most with less friction.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Improving productivity often starts by&nbsp;identifying&nbsp;high-friction workflows or unnecessary admin work that slows teams down. Leaders can apply the principles of<a href=\"http:\/\/127.0.0.1:8081\/blog\/organizational-performance\/\" target=\"_blank\" rel=\"noreferrer noopener\">&nbsp;<\/a><a href=\"http:\/\/127.0.0.1:8081\/blog\/organizational-performance\/\" target=\"_blank\" rel=\"noreferrer noopener\">organizational performance<\/a>&nbsp;to remove inefficiencies, simplify tools, and elevate how time is spent across the team.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Whether&nbsp;it\u2019s&nbsp;standardizing templates, reducing duplicate reporting, or&nbsp;leveraging&nbsp;automation, small process improvements can free up time for creativity, strategy, and innovation.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Example:<\/strong>&nbsp;<br><em>Increase team productivity by reducing time spent on administrative tasks by 25% within 90 days through improved workflows, automation tools, and standardized templates.<\/em>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Download our guide,&nbsp;<\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-leading-through-uncertainty?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Leading Through Uncertainty: 4 Strategies for Doing More of the Right Things With Less<\/strong><\/a><strong>, to empower your teams to focus on what matters most in disruptive times.<\/strong>&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-10-raise-employee-engagement-scores-nbsp\"><strong>10. Raise Employee Engagement Scores<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Engagement is more than a metric;&nbsp;it\u2019s&nbsp;the emotional commitment team members bring to their work. High&nbsp;<a href=\"https:\/\/www.franklincovey.com\/blog\/employee-engagement-igniting-a-productive-workforce\/\" target=\"_blank\" rel=\"noreferrer noopener\">employee engagement<\/a>&nbsp;leads to stronger collaboration, faster execution, and better retention. Low engagement creates drag across everything.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Leaders can directly influence engagement by building trust, creating psychological safety, and reinforcing a<a href=\"http:\/\/127.0.0.1:8081\/courses\/6-critical-practices\/use-feedback-as-fuel\/\" target=\"_blank\" rel=\"noreferrer noopener\">&nbsp;<\/a><a href=\"http:\/\/127.0.0.1:8081\/courses\/6-critical-practices\/use-feedback-as-fuel\/\" target=\"_blank\" rel=\"noreferrer noopener\">culture of feedback<\/a>. Regular recognition, real-time coaching, and taking visible action on employee feedback all help improve morale and buy-in.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These actions are especially powerful when&nbsp;they\u2019re&nbsp;consistent and intentional\u2014not just reserved for annual surveys or performance reviews. Over time, they help drive lasting<a href=\"http:\/\/127.0.0.1:8081\/blog\/culture-change\/\" target=\"_blank\" rel=\"noreferrer noopener\">&nbsp;<\/a><a href=\"http:\/\/127.0.0.1:8081\/blog\/culture-change\/\" target=\"_blank\" rel=\"noreferrer noopener\">culture change<\/a>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Example:<\/strong>&nbsp;<br><em>Increase employee engagement scores from 78% to 88% within the next 12 weeks by conducting weekly check-ins, offering real-time recognition, and addressing key feedback themes.<\/em>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>In an era of detachment, fuel the fire when you download our guide,&nbsp;<\/strong><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-the-art-of-employee-engagement?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>The Art of Employee Engagement:&nbsp;How to Inspire and Reignite Your Teams<\/strong><\/a><strong>.&nbsp;<\/strong>&nbsp;<\/p>\n\n\n<a href=\"#\" class=\"block-anchor-point\" id=\"a12\">&nbsp;<\/a>\n\n\n<h2 class=\"wp-block-heading\" id=\"h-improve-goal-setting-and-execution-in-2026-and-beyond-nbsp\"><strong>Improve Goal Setting and Execution in 2026 and Beyond<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Goal setting&nbsp;is more than&nbsp;a planning&nbsp;exercise. When&nbsp;it\u2019s&nbsp;done with intention and discipline, it shapes how teams&nbsp;operate&nbsp;day to day. In 2026, leaders must balance evolving technologies, shifting priorities, and increased demands. To stay effective, goals should be:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Clear and measurable:<\/strong>&nbsp;Success and progress are visible.&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Focused:<\/strong>&nbsp;Attention is given to what truly matters, not just&nbsp;what\u2019s&nbsp;urgent.&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Linked to action:<\/strong>&nbsp;Behaviors and workflows are directly tied to outcomes.&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Accountable:<\/strong>&nbsp;Goals are tracked visibly and reviewed regularly.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">These habits differentiate leaders who react from those who lead with purpose. Embedding structure, discipline, and clarity into&nbsp;goal setting&nbsp;helps teams stay aligned even as contexts shift.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ready to sharpen your&nbsp;focus, improve&nbsp;your&nbsp;execution, and turn strategic priorities into measurable outcomes? Learn how the&nbsp;proven framework of&nbsp;<a href=\"http:\/\/127.0.0.1:8081\/courses\/the-4-disciplines\/\" target=\"_blank\" rel=\"noreferrer noopener\"><em>The 4 Disciplines of Execution<\/em><\/a><sup>\u00ae<\/sup>&nbsp;can help leaders&nbsp;and teams unleash breakthrough results,&nbsp;over and over again.&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Work goals are clear, measurable objectives that guide behavior, improve performance, and align teams around priorities.<\/p>\n","protected":false},"author":23,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[58],"tags":[],"class_list":["post-50385","post","type-post","status-publish","format-standard","hentry","category-leadership"],"acf":[],"_links":{"self":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/posts\/50385","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/users\/23"}],"replies":[{"embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/comments?post=50385"}],"version-history":[{"count":19,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/posts\/50385\/revisions"}],"predecessor-version":[{"id":50948,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/posts\/50385\/revisions\/50948"}],"wp:attachment":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/media?parent=50385"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/categories?post=50385"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/tags?post=50385"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}