What we know about resolutions, is that most of them fail. Why do they fail? Because they’re typically not integrated into a broader long-term personal plan. Loads of energy and attention get poured into resolutions early in the year. Then time passes, entropy sets in, the inertia of the previous status quo sets in, and the hopes and dreams of New Year’s Eve are eventually dashed—leading to disappointment and regret.

If you’re a leader and are frustrated that flow is difficult for your people to experience, then make your purpose, vision, and cultural aspirations crystal clear; align goals up, down, and across the organization; respect your people by treating them as your most valuable asset; minimize waste and unnecessary organizational friction; foster a maniacal focus on the customer; install effective visual management systems; and make sure incentive systems are congruent with all of the above.

Trust builds when actions are aligned with words. Flow is maximized when work is aligned up, down, and across the organization. Accountability flourishes in an environment of strong communication and multidirectional transparency. The three are inextricably linked, and strong goal-setting practices serve as the foundation for establishing trust, accountability, and flow.

In the boardroom, determining corporate purpose is a team sport that is driven from the office of the CEO with input from the senior executive team. Like its personal counterpart, a high level of human skill is required for the best results. Quiet egos, open ears, curious, agile minds, and courageous, yet compassionate voices are necessary conditions for success.