Think back to the successes that you have enjoyed both in your personal life and in the professional arena. Most of them were the culmination of goals that you set for yourself. Breaking down a major objective into obtainable components works just as well for organizations as it does for individuals. Consider these factors:
The Team
Perhaps the greatest challenge in leadership is aligning individual team members not only to your vision but with each other. A team is greater than the sum of its parts. No two people share the same personality, ego, or work philosophy which can complicate cooperation within an otherwise excellent team of individuals.
Will you prefer to team up weaker staff with driven ones for more consistent performance? Or let the driven group steam through a series of short-term goals while the others tackle a long-term one? Be mindful of progress bottlenecks when you allocate responsibilities.
Marking Progress
We are purpose-driven creatures – when an objective means something to us, we work harder and perform better. Share with your team their role within the larger picture and how their contribution is critical to the overall success of the company.
Deciding how to achieve this can be tough, though. Will periodic meetings be necessary or will simple emails with updates suffice? Whichever medium you choose, do not lose interest halfway through or you risk injecting unnecessary uncertainty into the atmosphere.
Acknowledging Failure
Optimism is a great psychological tool but it is not an antidote to failure. When you map out a series of goals, also plan for missed deadlines and failed approaches. Consider alternative pathways at potential trouble spots.
Finally, but equally important, know how you will deal with the people responsible. This is not done to apportion blame but to instill a sense of ownership. Often, a one-on-one discussion with someone who let the team down results in them redoubling their subsequent efforts.
Managing Your Self
Dedicated leaders sometimes fail to see to the needs of one very important person – themselves. That selflessness can ultimately harm both the individual and the organization. Always put time aside to monitor your own progress within the context of the company’s goals.
Are your needs for motivation and reward being met? Is there a clear roadmap for professional progress through incentives and promotions? Work is a lot more satisfying when you can see that your commitment and hard work lead to tangible career development. Always be aware of that goal.
Need more ideas about how to set appropriate goals for your organization? Please don’t hesitate to contact us at DeSantis Trusted Advisors.
