August 30th, 2019
Much is written on the importance of settings goals. And even more is written on how to actually set the goals. You’ve likely heard of the SMART approach to goal setting: SMART is an acronym for the 5 elements of specific, measurable, achievable, relevant, and time-based.
While the SMART approach to goal setting is highly effective, there are several other important considerations to keep in mind to actually achieve those goals with a team of people.
We’ve narrowed it down to five critical considerations to keep in mind:
- Your team must believe the goal is actually possible to accomplish.
Leaders often set grandiose goals because they are natural visionaries. The fallacy in this can be environmental and organizational constraints. It’s important that your team actually believe it’s possible to accomplish the goal in order to get their full buy-in.
- Your team must understand the benefits of achieving the goal.
This is especially true if your team is the critical cog in the wheel to accomplishing the goal. If they don’t understand (and buy-in) they will have far less motivation to do the necessary work. Expert tip: be sure to transfer the benefits to the business to the benefit of the team members.
- Articulate possible roadblocks and obstacles to achieving the goal.
Most goals aren’t accomplished with 100% smooth sailing. If you take the time to identify and articulate potential obstacles, they will be easier to plan for and overcome.
- Identify the skills and people required to accomplish the goal.
Assuming the people are your team members, map the skills, knowledge, and/or training needed for each person to execute on and contribute to the accomplishment of the goal. This not only creates accountability, but it also helps to create an action plan for the team.
- Check-in and don’t be afraid to revise the plan or the goal.
Since you started your goal setting with the SMART method, you have a time-based goal. This means you can set check-in dates to see how the plan is progressing and how obstacles are being overcome (or not). This step is very important to keep the team motivated. If at any point in the process they feel the goal isn’t achievable, motivation is squashed. It’s important to ensure things are progressing on track. If they aren’t, identify why, then take steps to help address the obstacles standing in the way … even if that means revising the goal itself.
It seems like common sense, but most leaders don’t consider these five critical elements in the goal setting process. Ensuring the goal is actually possible, communicating the benefits, identifying roadblocks, assigning the right people, and checking on progress will help you and your team meet even the biggest, hairiest, and most audacious goals!
If you’re ready to take your business and leadership skills to the next level, and if you think your business could benefit from more insights like what’s offered in this article, let’s start a conversation. LXCouncil may be the perfect next step!
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