Goal-setting techniques vary widely, and this is evident in the outcomes that businesses achieve. Goal-setting also helps individuals fulfill personal needs or professional requirements, check off a box, or demonstrate results.
When goals are not tied to results, according to strategy execution expert Monte Pedersen, the focus is no longer on achieving significant goals for the firm.
Life Dinner Will Positively Impact Your Personal and Relationship Goals – Ben Meer
He elaborates on some of the unexpected events that happen when goal formulation lacks purpose and meaning and argues that objectives ought to serve a higher purpose than simply serving as a means of performance evaluation.
- Leaders and managers become frustrated from not actively participating in goal setting. They cannot tie what they need their people to do to what the company needs to accomplish.
- Leaders miss the opportunity to guide and direct their team members without a meaningful use of goals. They fail to help underperformers elevate their work and stretch those capable of higher achievement.
- Strategic initiatives remain strategic and lie dormant at the organization’s top, failing to reach the whole team because they’ve not been effectively translated. Many do not know what they are and what needs to be done to achieve them realistically.Social Capital is Not Built Overnight and is Not Needed During Weddings Only
Photo: Zachary Nelson (Unsplash) - Leaders and managers agree to non-meaningful goals with their direct reports to get something down on paper and fulfil a requirement. These are known as “fluff” goals having no impact on anything.
- Finance, sales, operations, marketing, and other functions become heavily siloed for lack of a common purpose. Without purpose, these groups dig into their day-to-day work to make their department look its’ best, securing more budget dollars and gaining greater credibility and favour with leadership.“Why Are You Doing What You Do?” Should Be Your Guide – Korede Bello
Photo: Austin Distel (Unsplash)
“We desperately need to get back to this, in addition to tying individual performance to compensation. Below senior levels, these practices are almost non-existent.” He said.
“Managing execution is goal-dependent. When your people don’t know how they impact the achievement of company initiatives, they remain disconnected, unmotivated, and unsure about how their success matters beyond someone else defining it,” He cited adding that goals drive individual and team performance must always support strategy and the organization’s longer-term vision.
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