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Many times we see
organizations or managers trying to create and set goals for their people. This is
ultimately a futile exercise. The only goals you or anyone else will get really excited
about are your own. Every worthwhile goal has to be a goal that gives you something that
you personally care about having or being. A good leader will spend a
considerable amount of time coaching employees and working with people to make sure they
understand why and how a particular goal is important to the organization and exactly how
that goal will benefit the employee. The benefit must relate to the values and emotions
that the employee cares about personally. If this isn’t being done for you or in your
group, ask questions. “Tell me
again, how does this relate to me or the group?”
“What impact does this have?”
“What is the overall purpose?” Let’s review a proven
formula (SSMARTT) that will help you set worthwhile goals. The first key to setting a goal
is SELF. Do you understand what’s in it for you? Do you have enough authority and
responsibility? Nothing becomes dynamic
until it first becomes SPECIFIC. This is the next key to setting your goals. You must be
specific. Who? What? Where? When? Why? Be sure you use numbers wherever possible. For
example, “retire with one million dollars by the age of __” is more specific
than “get rich.” Look at the lights in your
office. Are they diffused light? Can you feel any heat? Think what you could do if you
used a laser beam. It’s also light but it can cut through steel. The difference is
the light of a laser is focused and specific. Specific goals become dynamic. If you can’t MEASURE
it you can’t manage it. Every goal needs to be measured. The best way to do this is with numbers on a
chart in plain view. This will then show you where you’ve been, where you are now and
where you are going. For example, “Talk to
60 decision makers per month in our target market about investing in _____” is better
than “make 60 calls.” “Finish
reading two books per month (non-business related)” is measurable, compared to
“read stuff.” ATTAINABLE goals are the
goals that you believe you can achieve. One good reason to keep charts, measurements and
records is so you have a frame of reference for future goals. For example, “read a book on _____ this
week” is more realistic than “become an expert on ______ by noon, today.” Every goal will take time,
effort, knowledge, maybe money and many other resources. Be sure you have the resources to
achieve your goal so it is REALISTIC. Sometimes it is necessary to back up and set a
different goal to acquire a basic resource before you go for the big goal. For example,
“double my income in by __ (one year)” is more realistic than “double my
income in 30 days.” When you set several small
goals and are able to check them off, it gives a feeling of accomplishment. This will then
build confidence to set more goals because you are realizing success. Goals can be TANGIBLE or
intangible. However, it will be easier to measure and chart your goals if you are able to
convert the intangible ones into tangible goals. This takes a bit of creativity. Suppose you wanted to be
more gregarious. Start by setting a simple goal, “saying Hello to two people a
day.” The next goal might be to “say Hello and smile.” Then progress to
“say Hello, smile and shake their hand.” All these simple goals can easily be
measured and charted. Last be not least, you
want to set a TARGET DATE for completion of the goal.
Until the target date is set it is just a dream or a wish. When you have
thought it out using this formula and believe you can achieve the goal it will be easy to
write the goal and set a target date. For example, “skydive by age __” is more
definitive than “skydive in my lifetime.” You will need to review and revise your goals as you accomplish them or things in your life change. It is important to remember that when you set goals, you predict your future. When you make plans, you define your future. And when you act on your plans, you create your future. Create your future today. |
