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!

Looking Ahead to a Fruitful 2026

By Cathie Leimbach • December 30, 2025
As the New Year approaches, it’s a natural time to look forward and ask what you want the next chapter to bring. One simple way to reflect to ask yourself three questions to create a stronger year ahead, what should you: Stop?, Continue?, and Start? Stop focusing energy on habits, meetings, or expectations that no longer serve you or your team. This might mean letting go of outdated processes, unnecessary urgency, or ways of working that drain momentum without adding value. Continue the practices that helped you gain traction this year. Think about what worked—perhaps clear communication, strong collaboration, consistent follow-through, or time spent developing people. These are the behaviors worth protecting and reinforcing. Start being intentional about what will move you forward in 2026. This could include setting clearer priorities, investing in leadership development, building healthier team rhythms, or creating space for innovation and growth. Taking time to reflect now helps you enter the New Year with purpose rather than pressure. Small, thoughtful shifts can create meaningful impact over time. Ready to turn reflection into action?  👉 View our Stop • Continue • Start Worksheet for a simple, practical way to reset priorities, build on what’s working, and step into 2026 with clarity and momentum.

Take a Moment for Joy

By Cathie Leimbach • December 23, 2025
As the year comes to a close, it’s worth pausing to ask a simple question: What brought you joy this year at work and in life? Joy doesn’t always arrive in big, headline moments. Often, it shows up quietly—in meaningful conversations, shared laughter, progress made, lessons learned, or the steady presence of people who support us. Sometimes joy is found in growth, sometimes in rest, and sometimes in simply getting through a challenging season with resilience and grace. Take a few minutes to reflect. What moments made you smile? When did you feel most connected? For what are you grateful? This reflection isn’t about ignoring the hard parts of the year. It’s about honoring the bright spots that sustained you through them. Recognizing joy helps us close the year with perspective and open the next one with hope. As the holidays approach, give yourself permission to slow down, savor meaningful moments, and share joy with others—through kindness, gratitude, and presence.  May this season be filled with moments that lift your spirit, and may you carry that joy with you into the year ahead. 👉 Take a moment to pause this season—view the Reflecting on Joy one-pager and reflect on what brought meaning to your work and life this year. Wishing you a truly joy-filled Christmas season .