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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!

Improve Leadership to Boost Workplace Productivity

By Cathie Leimbach • February 11, 2025
Today's workplaces are changing, and managers play a key role in increasing workplace morale and productivity. Research shows that managers impact 70% of what affects how engaged and effective employees are. Surveys show many employees are dissatisfied. They say that expectations are unclear, they don’t feel respected by management, they don’t get enough training, and they don't see how their work matters. With the increasing number of seniors and fewer people in the workforce, increased productivity is essential. Strong leadership is more important than ever. Managers need to develop skills to help their teams succeed. This includes: • Setting clear goals, • Showing appreciation, • Providing good training, and • Helping employees see the purpose of their work. The innovative Conversational Management program helps managers build these leadership skills. It focuses on the leadership practices which boost engagement and productivity. Managers can participate in a virtual Test Drive to see how these strategies can improve teamwork and performance. If you want better results and productivity, REGISTER HERE to join a Test Drive and learn about this highly effective leadership approach! 

Start with the Hard Task

By Cathie Leimbach • February 4, 2025
Rory Vaden, a well-known author and speaker, highlights a common challenge many face: avoiding hard tasks or jobs we don’t enjoy. This avoidance can be one of the biggest barriers to achieving our goals. Instead of tackling these important tasks, we often find ourselves busy with less significant activities, distracting ourselves without even realizing it. Many people fall into the trap of responding to urgent tasks and interruptions, which can lead us away from what truly matters. For example, we might spend hours answering emails or checking social media, thinking we’re being productive, but we’re actually avoiding the important work that needs to be done. To overcome this challenge, Vaden suggests being disciplined about our time. One effective strategy is to decide to tackle important tasks early in the day when our energy and focus are at their peak. By prioritizing these tasks, we set ourselves up for success and make significant progress toward our goals.  Staying focused on what matters most is essential for high achievement. With practice, we can learn to recognize our avoidance behaviors and develop habits that help us stay on track, ensuring we use our time and energy wisely to accomplish what truly counts.
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