HOW TO GO FROM SETTING TO ACHIEVING GOALS


Have you ever wondered how to set goals and convert them into results?


One thing that differentiates successful leaders from the rest is having a clear set of written goals that guides them throughout their journey to successful results. However, merely Goal Setting as a one-time intervention won’t be enough to convert goals to results.


I have outlined the five things to pay attention to go from SETTING to ACHIEVEING GOALS.


1 – Set goals by involving key stakeholders from start-to-finish

Over 2000 years ago, Aristotle said "Well begun is half done." The best thing to do is to involve all key stakeholders in the process of goal setting. Involvement inspires commitment and allows individuals a sense of ownership in achieving their goals.


2 – Communicate – Communicate – Communicate goals over and over and over again

Employees who are not aware of what their goals will work based on some assumptions which might not be not in sync with the organization's goals. Also, sharing ‘why’ with employees helps them to connect to something deeper, so they’re more likely to care about their role contributions. Help employees to link “why” with their day-to-day tasks.


3 – Clarify expectations from employees

There is nothing more frustrating than not knowing what you're doing. Be transparent about expectations from each employee on what tasks to complete in a certain period. Instead of vague statements, use simple language, be straightforward, focus on details, give examples, set timelines, and create a compelling scoreboard to track progress.


4 – Build a stronger commitment to achieving results

As Vince Lombardi said, “Most people fail not because of a lack of desire but because of a lack of commitment.” Lack of commitment means employees will give up too easily, work with less determination, more procrastination, and unproductive decisions. Helping employees to identify their personal ‘why’ is one of the most effective ways to develop a strong commitment to a goal. Creating an environment of support and trust also plays a vital role in enhancing commitment.


5 – Create a safe and motivating environment

While achieving results is vital, it may leave employees pressurized. Harvard Business School professor Heidi K. Gardner showed that when employees feel threatened or anxious under pressure, they tend to, suppress vital knowledge and produce more generic and standardized output. Leaders should recognize each individual’s goals and potential, deliver constructive feedback, and offer ongoing support. Leaders must reward individuals who deliver results as committed because it increases the likelihood of them doing the job well again.