How to Set Goals that get Results

Cathie Leimbach • May 12, 2021

Goals are important. They are at the core of uniting all members of the team around a common purpose. They motivate and inspire. Goals also prompt employees to plan and provide guidance on which projects they should spend time on completing.  Finally, they create the foundation for evaluating each employee’s performance.  But, as necessary as goals are, they are not all created equal.

 

  • Only 20% of people set goals. And 70% of them fail to achieve the goals they set. Here are the reasons why goal setting often fails:
  • A lack of motivation to change
  • Fear of failure
  • Goal setting processes are confusing and too narrow
  • Analysis paralysis where your employees overthink everything.

 

There are five solid principles to effectively setting goals that get results:

  • Start with the end in mind.  Then, embrace and feel invested in the result. For example, exceeding sales goals might result in your employee receiving a big bonus check and that shiny new convertible they have been eying. Understand the steps and push a little beyond what is expected and comfortable.
  • Make sure that your employees are included in the goal setting.  Unfortunately, less than 40% of employees are very involved in their goal setting. Providing ownership increases buy-in and accountability. Strong leaders don’t push goals on their team. Instead, they work together to craft plans in alignment with company objectives.
  • Track goals consistently. You can’t improve what isn’t measured. When goals aren’t tracked, they are worthless.
  • Make goals visible throughout the organization.  Nearly 40% of employees say they cannot see the goals being set throughout the organization. This inhibits collaboration and reduces awareness of progress.
  • Review and revise goals. Neither business nor goals are static. One key component to set effective goals and improve performance is to look back and ask “what worked, what didn’t” and “what can we learn to improve our performance.”

 

A goal without a plan is just a wish. Coaching and empowering your employee to set goals starts with a conversation. Consider these steps:

  •  Ask your employee what specifically he wants to accomplish. 
  • Discuss how Important it is by asking:

o  How important is this goal to you, on a 1 to 10 scale?

o  What makes this goal important to you?

o  On a 1 to 10 scale, how high a priority is this goal for you?

  • Measure the end result and what is involved in getting there by evaluating and identifying:

o  When it will be achieved. Ask, “when would you like to accomplish this goal? Please provide me with a date.”

o  Where is your employee currently towards achieving the goal? “Where are you today in your efforts to achieve this goal?”

o  What actions need to be taken. “What specific tasks and activities will you need to complete to achieve your goals.”

  • Explore if it is realistic. “With everything else on your plate is it realistic for you to set and pursue this goal now?”

 

Empowering your employees to go from thinking about it to doing something about it will improve overall performance, keep your employees engaged and they will help to meet your organization’s goals.

 

Interested in learning more about effective goal setting? Reach out for a 20-minute breakthrough session!

The Leadership Problem Most Companies Don’t Address

By Cathie Leimbach • May 19, 2026
Many organizations assume their biggest challenges are rapidly changing technology, customer retention, and employee initiative. But quite often, the root cause is people leadership problems. That’s one reason The Imperfect CEO by Jim Brown is so timely. Releasing today, May 19, the book explores how leaders build healthier organizations not by pretending to have all the answers, but by creating cultures grounded in trust, clarity, accountability, and meaningful conversations. Brian Besanceney, Chair, Board of Orlando Health, Inc., described the book this way: “Through vivid stories, real-world examples, and a model grounded in collaborative culture, Jim Brown gives leaders permission to wrestle honestly with the generational divides, misaligned targets, and cultural fractures that can too often sabotage high-potential organizations.” Greg Apple, CEO of Amgine.ai, connected the book to leadership beyond business alone: “In a fast-moving company, culture is everything. Jim Brown’s principles have helped our team lead with greater clarity and alignment. The Imperfect CEO distills those lessons brilliantly. Every leader should read it.” What stands out to me is how closely this book aligns with the principles behind Conversational Management. Healthy cultures are rarely built through policies alone. They are built through the quality of everyday leadership conversations — how expectations are clarified, how accountability is handled, how feedback is delivered, and how trust is strengthened over time. That’s why leadership development cannot stay theoretical. Culture changes conversation by conversation.  The Imperfect CEO is an easy-to-read business fable that illustrates common people leadership challenges and provides suggestions for overcoming them. Order your copy today and start building healthier leadership conversations inside your organization.

Why Some Companies Attract More Job Applicants Than They Need

By Cathie Leimbach • May 12, 2026
Chick-fil-A restaurants often receive far more job applications than they have openings. This is not luck. It is leadership. People apply where they believe they will be treated well. At Chick-fil-A, employees experience respectful communication, clear expectations, and leaders who support their success. That reputation spreads quickly through word of mouth. Leaders in these restaurants do simple things well. They ask questions before they assume. They listen to employees. They provide encouragement and clear direction. They notice good work and address problems in a helpful way. As a result, employees feel valued. They enjoy coming to work. They tell others. That is what attracts more applicants. Many organizations focus only on hiring. Strong organizations focus on how people are treated after they are hired. When leaders create a workplace where people feel respected, supported, and clear on what success looks like, something powerful happens: People stay. People perform. And more people want to join. This is what leadership really is. Would you like to see several leadership and culture practices Chick-fil-A uses to attract and keep quality employees? Click here to view: How Chick-fil-A Attracts Quality Applicants