Let’s start with two questions this week:
- How often do you set goals with each person on your team?
- And equally important to consider, how often do you follow up?
In my last role, we set goals each quarter. Within the team, we discussed on what areas we should focus, decided on measurables, and then put everything into our wiki for regular updates. At the end of three months, we assessed progress and repeated the process.
Like most teams, though, I used to set goals with my team once per year, with the occasional check-in.
However, when you set goals with the team and assess infrequently, such as once per year in performance reviews, then you miss opportunities. You also create unnecessary problems. For example, the goals might become outdated due to changes in the market, strategy, and needs. Or the team might not be able to pursue new opportunities, as time and resources have been allocated elsewhere. Or everyone might have completely forgotten because of so many day-to-day tasks.
And this is exactly what I realized after more than one goal had been forgotten or no longer was worth pursuing.
Of course, goals usually get set with the best of intentions. But greater agility makes goals more impactful rather than an annual exercise to check off as done.
Immediate Action Points to Set Goals
- Long-Term Direction: Understand the general direction for the long-term. This is a looser, broader vision for the year ahead.
- Short-Term Targets: Define what you need to achieve in the near future, such as in the next three or six months. Discuss with the team, and be more specific.
- Quarterly Check-ins: Move away from the static yearly goals. Instead, set quarterly goals that are adaptable to changes and allow for regular reassessment of strategies.
- Be Flexible: Whether you use SMART goals or some other practice, ensure you and the team have room to adjust based on ongoing feedback and shifting needs.
Pro point!: Leadership involves foresight.
It’s crucial to align shorter-term achievements with the larger vision. But also you assess every three months and ask: “Where do we want to be in twelve months?” Keep in mind that the twelve-month timeline is always shifting.
Your Long-Term Goal Strategy
- Nurture Adaptability: Encourage teams to feel comfortable with change. Instill a mindset that allows the team to revise goals as new information and situations arise. Goals can also continue quarter after quarter.
- Feedback Loops: Regular feedback goes hand in hand with this goals-setting process. Not only do you adjust goals, but a shorter timeline also means you adjust the actions and resources needed to achieve the goals based on data and feedback.
- Iterative Goal Refinement: As the people in your team hit or miss their short-term targets, use these outcomes to refine and adjust the long-term direction. This iterative process ensures that the goals remain relevant and aligned with the organizational objectives.
- Make It Personal: Individuals should also set personal goals aligned with their career goals and the needs of the team. This adds another element of engagement to goals.
Wrapping Up
Goals set the direction that guides your team to continuous growth and success. When you create goals which you regularly revisit and assess each quarter, you also create a culture committed to adaptability and innovation.
And remember: Success is a collective effort, so set goals together and frequently communicate.
Aim high and lead wisely!