Stop Setting Goals Your Team Will Abandon by February

The H.A.S. Analysis Framework:

Building the Habits, Actions, and Systems That Make Achievement Inevitable

You've seen it happen every year.

Your leadership team sets ambitious goals in January. There's energy. There's commitment. Everyone's bought in.

By March, those goals are collecting dust in a forgotten spreadsheet.

The problem isn't your team's dedication. It's not their capability.

The problem is SMART goals were designed to define outcomes, not create transformation.

And if you don't build the infrastructure for achievement, the goal itself is worthless.

The Real Problem with Traditional Goal Setting

Most goal-setting frameworks ask the wrong question.

They ask: "What do you want to achieve?"

They should ask: "Who do you need to become to make this achievement inevitable?"

When you only focus on the destination, you miss the entire journey. And the journey - the habits you develop, the actions you take daily, the systems you build - that's where real organizational transformation happens.

I learned this over decades of hospitality leadership, where the difference between good operators and great ones wasn't talent or resources. It was systems.

Introducing the H.A.S. Analysis Framework

H.A.S. Analysis is a quarterly goal management framework that shifts your entire approach:

Habits - What daily behaviors need to become automatic?
Actions - What consistent steps move you toward the outcome?
Systems - What infrastructure makes success repeatable?

Instead of setting a goal and hoping your team hits it, you're engineering the conditions that make achievement inevitable.

This isn't theory. This is the battle-tested approach I've used to develop leaders across hospitality, and it translates directly to healthcare, operations, sales, manufacturing - anywhere people lead people.

What You'll Get in This Workshop

This isn't a motivational session. This is a practical, hands-on workshop where your leadership team will:

  • Audit your current goals using the H.A.S. framework to identify why they're not working

  • Rebuild your approach to focus on infrastructure over outcomes

  • Create quarterly implementation plans with built-in evaluation cycles

  • Establish accountability systems that don't require you to be the enforcer

  • Walk away with a complete framework your team can use independently moving forward

Your leaders will leave with actual plans, not just inspiration.

Why This Works Across Industries

You might be thinking: "This is a hospitality guy. Will this work for us?"

Here's the truth: Leadership principles are universal. Systems are universal.

The H.A.S. Analysis framework works in healthcare because doctors need systems for patient outcomes.

It works in manufacturing because production managers need systems for efficiency.

It works in professional services because partners need systems for client delivery.

If you lead people, you need systems that turn goals into inevitabilities.