One of the biggest struggles I see with goal setting is that people set broad, lofty goals without making them measurable and then forget to reassess. In some organizations, it feels more like a box-checking exercise than an ongoing, active process.
Yeah — you can have huge objectives, but need meaningful near term results. A year is too long, a month too short. I’m a big fan of quarterly, and training people to use the SMART framework.
Even in an org that doesn’t do it, if your team does you can show value and drive alignment.
That means having leaders who value this mindset, but unfortunately, when organizations don’t prioritize this kind of goal setting at the top, you often end up with managers who don’t value it either 😔
One of the biggest struggles I see with goal setting is that people set broad, lofty goals without making them measurable and then forget to reassess. In some organizations, it feels more like a box-checking exercise than an ongoing, active process.
Yeah — you can have huge objectives, but need meaningful near term results. A year is too long, a month too short. I’m a big fan of quarterly, and training people to use the SMART framework.
Even in an org that doesn’t do it, if your team does you can show value and drive alignment.
That means having leaders who value this mindset, but unfortunately, when organizations don’t prioritize this kind of goal setting at the top, you often end up with managers who don’t value it either 😔