Setting performance goals is all about where I or my team or organization would like to be. The goals should be strong enough to stretch us but not so strong that we can't reach them; and they shouldn't be so weak that it takes little effort to achieve them. Also, be wary about viewing the future from the present as the present may discourage us from even thinking about where we would like to be. For instance, if we say we want to go to France but think about what's on our desk - we have bills to pay, the mortgage is due, the car needs fixing, the savings account has nothing in it - we just might be so overwhelmed that we can't even think about that right now. This may be why so many people don't set goals - they are drowning in today's reality.
The same is true in the workplace. Perhaps we don't set goals because we are constantly fighting today's fires and consequently we think we have little time to plan for the long term. When we do this we get mired in the present and block ourselves from reaching our full potential. Set the goal first, then develop the strategies to get from here to there.
Here is the conundrum: we can only progress towards the end in the present - in the "now". So even though we may be overwhelmed by the present we still must work towards the goal in the present.
How do you do this?
At work, we usually set performance goals or objectives along with our coach, leader or manager. Outside of work we set Personal goals with our spouse and family, or if single for oneself. Work goals relate to what we do on the job, with our customers and what we need to learn to keep relevant. Personal goals relate to what we value regarding our family, finances, community, spiritual well being, physical self, learning and career.
Those that set goals achieve more at work and in life, then those that don't.
Author: Richard Fontanie, MSW, FCMC, Up-dated from the Archives Fontanie Learning Solutions. "Closing the Gap Between Here and There."