Leaders set goals that inspire and challenge. Goals energise people when they are well defined, provide meaning and give direction. Sadly leaders often set goals that are ambiguous, unrealistic and uninspiring, for example “providing a superior return to shareholders”. So how do leaders go about defining a worthwhile goal? In the book “A Bias for Action” by Heike Bruch and Sumantra Ghoshal, which I’ve just finished reading, provides the following criteria for defining worthwhile goals:
- Concrete: Concrete goals make it clear what the various components other make up the goal, the challenges that need to be faced and overcome to achieve it. There is a good understanding of the tasks that need to be completed to achieve the goal.
- Meaningful: People have to believe that the goal is worth the effort, that the goal is necessary to make a difference.
- Challenging: The goal should stretch us whilst not so overwhelming that it paralysis action. If goals don’t seem to be achievable they are quickly abandoned. Worthwhile goals are personally challenging.
When these three criteria underpin a leader’s goals, they help increase the level of commitment people give to the attainment of the goals.
- Are your goals concrete and well defined?
- Do you personally identify with your goals? Is it a worthwhile pursuit?
- Is your goal personally challenging? Will it stretch you whilst not overwhelming you?
Technorati Tags: Goals, Goal-Setting, Vision, Objective, Challenge, Meaningful, Concrete, Worthwhile, Leadership, Business, Management
Related posts:
John Riley
Pablo
uberVU - social c...
Atsu23 (Atsu Sakaki)
Calvin Bacon
Cassandra
Christine Polewar...
dagnabbit_ (auburn)
davidburkus
donna wells
{ 2 comments… read them below or add one }
‘Challenging’ struck me. A year ago, I would have had it on my list too. It’s a hangover from nAch, possibly.
Presencing models, such as writing a letter as if we have achieved the goal, don’t seem to mention challenge at all. It makes me wonder the overlap between something we can do now that will leave us dreaming the same dream like a broken gramophone; and something we can do know that will take us towards the horizon that beckons.
I, too, get surprised when I see seasoned professionals draft goals that seem almost whimsical in their lack of substance. I think many leaders sit down to set goals from a mindset of “everyone expects something lofty from me,” instead of adhering to what you’re talking about here.
I like just having three characteristics to a good goal- it’s not as much stuff to remember as S.M.A.R.T!