Good goal setting within companies is deceptively difficult. This deep dive does a great job capturing the resistance to it and the ideal state to strive for. As you say, getting even smaller parts of the system right, slowly and steadily, can make a big difference.
Sadly Brian, I agree there's a fundamental distrust of workers, which is unfortunate. The reality is, those who slack off at home are likely doing the same in the office. This attitude of 'this is how it's always been done' and 'this is how I came up, so it should be the same' is outdated. The truth is, you'll only retain a certain type of worker in that kind of culture, and it's not the type you really want.
Yep -- it's back to System X (fear and distrust; control and monetary rewards / punishment) versus System Y (intrinsic motivations, trust + accountability)
Thanks Brian. As you say, it starts with the executives and the systems they model/reward. "The solution isn't philosophical debates—it's building systems that measure what matters."
7 is important. Connecting goals to performance ties all of it together to make sure actions track back to high-impact items.
I think these principles would apply to an individual setting their own career goals as well.
I would agree!
Good goal setting within companies is deceptively difficult. This deep dive does a great job capturing the resistance to it and the ideal state to strive for. As you say, getting even smaller parts of the system right, slowly and steadily, can make a big difference.
Thanks so much Joel!
Sadly Brian, I agree there's a fundamental distrust of workers, which is unfortunate. The reality is, those who slack off at home are likely doing the same in the office. This attitude of 'this is how it's always been done' and 'this is how I came up, so it should be the same' is outdated. The truth is, you'll only retain a certain type of worker in that kind of culture, and it's not the type you really want.
Yep -- it's back to System X (fear and distrust; control and monetary rewards / punishment) versus System Y (intrinsic motivations, trust + accountability)
Exactly - a system that really didn't work to begin with, but somehow we are going back to it. Isn't that the very definition of Insanity?
Thanks Brian. As you say, it starts with the executives and the systems they model/reward. "The solution isn't philosophical debates—it's building systems that measure what matters."