Goal Setting

In a recent interview for the newsletter, Bottom Line Business, the interviewer asked for something new about goal setting. Specifically, she felt that everything to be said about goal setting has been said. And then she proceeded with the interview. As we talked, it occurred to me that there are timeless truths to goal setting that lead to goal achievement. We discussed several ideas that may be discoveries for you to noodle on as you consider the points that were made. Goal setting takes on additional excitement when goals are considered with the heart as well as the head. In my work with the Drake University Lady Bulldogs Basketball team, we take time to establish a season goal. In our initial discussion this past year, the women came up with a reasonable goal that seemed okay with the whole team as well as the coaches. But then they were asked, "Is this a goal that was established with the head or with the head and the heart?" Because you see, our passion for a goal often comes from the heart. Our passion for a goal comes from deeply held beliefs. Our passion for a goal often is linked to a dream and not entirely rational or guaranteed. Our passion, not our intellect, is often the key driver for commitment and the willingness to go the extra mile with an acceptance for the costs. And understanding this, the Lady Bulldogs embraced a bigger, more generous goal for their season.

Currently, a middle manager and I work together with regard to executive coaching. I'll admit that his behavior comes across as controlling and "in your face", but I love working with this guy. His intellect generates terrific ideas and his passion for moving forward to benefit his company is a joy. His passion is infectious- to me as well as to his boss. Your passion enhances the goal setting process, for you as well as for your company.

Process. There's another issue. Clients often begin viewing goal setting as dull and laborious when they lose control of the process and allow the process to control them. You may discover this happening when meetings to set goals drone on, when arguments occur over the picayune rather than over discussion about the big picture, and when people are lost to the process rather than driven to action. To avoid having this happen, agree on a process for goal achievement (recognizing there are several) and then keep the process moving, remembering that you are in control of the process rather than the other way around.

Recognize that the real excitement is in the activity of goal achievement, not in the process of goal setting. Be assured that the Lady Bulldogs, although enthusiastic about their season goal, did not whoop and holler when it was put in writing and agreed to. The yells that rocked the rafters occurred as they achieved each win that signified progress toward their major goal.

It's interesting that those who have little goals tend to be people who view themselves as small in some way. Perhaps it's a lack of confidence, a lack of skill, or a sense that they don't deserve to achieve. Whatever the reason, true and lasting power emerges from trusting oneself and others, and from acknowledging one's knowledge and skills to achieve worthy goals. A few days ago, sixty employees met over a period of three days to contribute to their company's strategic planning process. As discussion over goals and priorities emerged, I was taken by the number of people who held a perspective of "can't". "We can't do this" or "we can't change that" or "the president probably will be mad about this goal" were just a few of the comments that signaled small thinking. Sad. Those who chose to take the initiative to speak up, those who chose a "we can" perspective, and those who chose to participate fully were members of a group that set big goals, goals that generated excitement.

Finally, ensure that you are the architect of your goals. If someone else is setting your goals- your boss, your spouse, a past ghost!- then the goals are not yours. And it's no wonder that you have little passion for them. Here are a few thoughtful questions to consider as you own what is important to you. Who are you? What is your purpose in life? What is your vision for your life? How is what you are doing today matching what is most important to you? Responding to these questions thoughtfully prepares you for the creation and ownership of goals that are most important to you. And then you are better prepared to make your contributions in both your personal and professional living!

Goal setting is boring? Not if you choose to boldly and authentically set the goals that are life changing for you. It is your power at work.

By Susan B. Wilson, President, Executive Strategies