Who’s in Your Support Squad? Building the Right Team for Goal Planning and Achievement

When it comes to achieving your goals, the journey is rarely a solo venture. The most successful individuals recognize that their progress and accomplishments are often supported by a strong and diverse network of people. This “support squad” plays a critical role in providing encouragement, accountability, and expertise. But who should be part of your team, and how can you cultivate these relationships to propel yourself toward success?

The Importance of a Support Squad

Having a support squad is more than just a luxury; it’s a proven factor in achieving personal and professional goals. Research consistently shows that social support positively impacts goal attainment. For instance, a study by Sheldon and Lyubomirsky (2021) highlights that people who share their goals with others are more likely to achieve them, thanks to increased accountability and motivation.

Similarly, Gallup’s State of the Global Workplace Report (2023) underscores the importance of having a trusted confidant or mentor in the workplace. Employees who feel supported are more engaged, productive, and resilient in the face of challenges. Whether you’re working toward a fitness milestone, career advancement, or personal development, the right support system can make all the difference.

Who Belongs in Your Support Squad?

Building an effective support squad requires intentionality. Here are five key roles to consider:

1. The Cheerleader: This person is your ultimate encourager. They believe in your potential and provide emotional support when times get tough. According to Fredrickson’s broaden-and-build theory (2001), positive emotions like those fostered by a cheerleader can expand your perspective and help you identify creative solutions to challenges.

2. The Accountability Partner: Accountability is a cornerstone of goal achievement. This individual keeps you on track by checking in regularly, celebrating your wins, and calling out areas where you’ve strayed. Research by Harkin et al. (2016) demonstrates that setting specific accountability mechanisms can double the likelihood of goal success.

3. The Mentor: A mentor offers wisdom and guidance from their own experiences. They can help you navigate complex decisions and provide a roadmap for your journey. Studies by Allen et al. (2004) show that mentorship enhances both career satisfaction and performance.

4. The Expert: Sometimes, you need technical knowledge or specialized advice. Whether it’s a personal trainer, financial advisor, or coach, experts provide the insights necessary to avoid pitfalls and optimize your efforts.

5. The Challenger: While encouragement is essential, so is constructive criticism. This person pushes you to think critically, identify blind spots, and strive for excellence. According to research by Amabile and Kramer (2011), challenging but supportive feedback is crucial for fostering creativity and innovation.

Cultivating Your Support Squad

Building a support squad doesn’t happen overnight. Here are some steps to develop and maintain these relationships:

• Reflect on Your Needs: Begin by identifying the specific areas where you need support. Are you looking for emotional encouragement, technical expertise, or someone to hold you accountable?

• Reach Out Intentionally: Don’t be afraid to ask for support. Whether it’s reconnecting with a former colleague or joining a community group, putting yourself out there can open doors to valuable relationships.

• Give Back: Support is a two-way street. Be willing to offer encouragement, guidance, and feedback to those in your network.

• Regularly Reevaluate: As your goals evolve, so too might your support needs. Periodically assess your squad to ensure it aligns with your current objectives.
  

Final Thoughts

Achieving your goals is not just about determination and hard work; it’s also about leveraging the right resources and relationships. By thoughtfully assembling a support squad of cheerleaders, accountability partners, mentors, experts, and challengers, you can create an environment where success becomes inevitable.

So, take a moment to ask yourself: Who’s in your support squad? And if the answer isn’t clear, it might be time to start building one.

References

1. Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E., & Lima, L. (2004). Career benefits associated with mentoring for protégés: A meta-analysis. Journal of Applied Psychology, 89(1), 127-136. https://doi.org/10.1037/0021-9010.89.1.127

2. Amabile, T. M., & Kramer, S. J. (2011). The progress principle: Using small wins to ignite joy, engagement, and creativity at work. Harvard Business Review Press.

3. Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American Psychologist, 56(3), 218-226. https://doi.org/10.1037/0003-066X.56.3.218

4. Gallup. (2023). State of the Global Workplace Report. Retrieved from https://www.gallup.com

5. Harkin, B., Webb, T. L., Chang, B. P. I., Prestwich, A., Conner, M., Kellar, I., & Sheeran, P. (2016). Does monitoring goal progress promote goal attainment? A meta-analysis of the experimental evidence. Psychological Bulletin, 142(2), 198-229. https://doi.org/10.1037/bul0000025

6. Sheldon, K. M., & Lyubomirsky, S. (2021). Revisiting the sustainable happiness model and pie chart: Can happiness be successfully pursued? The Journal of Positive Psychology, 16(2), 145-154. https://doi.org/10.1080/17439760.2019.1689421