How you set and adjust goals is important.
Great leaders know that there is only a narrow window in human psychology where a goal will have the desired effect of motivating their people to improved outcomes.
Too difficult a goal will result in dis-engagement; equally, too easy a goal can result in a lack of effort to pursue the objective. So there is a window of “just possible” that makes goals more potent in driving improved performance.
When it comes to action learning and leadership development, the importance of meaningful goals is critical. A goal without meaning can never be effective in stimulating a significant behavior change or high performance outcomes. If employees understand how their individual goals and objectives align and relate to those of the overall organization, they are more likely to derive greater levels of purpose and meaning from those objectives. Greater meaning is critical to success especially in leadership development programs where leaders must learn to respond positively to and thrive with increased performance pressure.
So remember, to sustain the pressure that drives improved performance to meet challenging targets, goals must be:
- Just achievable