Step Four: Define and Set Credible Breakthrough Goals to Accomplish the Organizational Consensus

In the beginning God created the heavens and the earth.
— Genesis 1:1 (NKJV)

Jesus produced many miracles that helped establish
credibility for His Divine nature. For instance, He raised
the dead, fed thousands with just a little food, turned
water into wine, healed the sick, calmed storms, and
walked on water. His extraordinary works were helpful
evidence that God’s supernatural power exists and that
Jesus had access to that power, enabling sinners to
accept that they can receive Salvation and glorifying
God. If Jesus had, instead, merely done the ordinary
things that others do while making the same Godly
promises, many souls would not have been saved.

Similarly, the organization that is employing His power
can also make many breakthroughs that will seem little
short of miraculous to those not involved in making the
accomplishments. That great potential to show His
greatness will, however, not be realized unless the
organizational leader directs and encourages such
results by first defining and setting credible
breakthrough goals.

Providing such leadership requires courage: Many
people in the organization will not yet have enough faith
in God, in their knowledge of how to make
breakthroughs, and in their own abilities to believe
that the breakthroughs are possible. In the same way
that His disciples expressed lack of faith when facing
situations they had seen Jesus easily handle before, so,
too, the organizational leaders and those who work for
them often show insufficient faith and confidence.

Here again, the organizational leader should follow
Jesus’ fine example by first demonstrating that many
breakthroughs can be quickly and easily accomplished
using the same time, money, and effort before advancing
an agenda filled with goals that require many such
breakthrough accomplishments. My experience has been
that it works best if organizational leaders take the time
to develop personal skills to make breakthroughs in
cooperation with others in the organization, rather than
only serving as cheerleaders and encouragers for those
who have the breakthrough assignments.

As a result, I recommend that all organizational leaders
develop knowledge of and experience in the 2,000
percent solution process before increasing awareness
and understanding of it in their organizations. This
learning sequence offers benefits in terms of enhanced
credibility, greater understanding of what needs to be
done, and more ability to take advantage of the desire to
emulate the overall leader that many in the organization
have.

In most organizations, the best way to create a positive
impression will be to generate at least three
complementary 2,000 percent solutions that deliver
multiplied benefits (such as simultaneous 2,000 percent
solutions for growth, cost cutting, and reducing investment
intensity to expand cash flow benefits by 8,000 times
while applying no more time, money, and effort). After
such a success, any business leader in the organization
who aspires to become an overall organizational leader will
now see matching that accomplishment as a necessary
threshold task for personal and organizational
development. If the organizational leader also involves
the leadership team in accomplishing these tasks, the
results will have greater credibility and usefulness.

Even after such a success, organizational leaders will be
wise to keep goals consistent with what their leadership
team believes is practical to do. Jesus had the same
problem of limited faith among His followers. Even after
feeding 5,000 men and many other people with a little
bread and a few fish, His followers didn’t think to ask
Him to repeat the miracle when 4,000 men were
hungry. People are creatures of habit and will fall back
on their older ways of doing things until breakthrough
methods become the only way they think about
performing important tasks.

Copyright 2010 Donald W. Mitchell, All Rights Reserved.