You can’t score without a goal. But, compared to other high performance environments (like sports), typical work environments don’t provide enough clarity or focus. This ambiguity causes people to conserve effort and/or waste energy on the wrong things, leading to lower engagement and lower performance.
Psychologists have discovered much about how our brain handles goals. One of the defining traits of the human species is our ability to choose what we will do and how we will do it… that is, to create goals. Goals are central to grit, which leads to greater happiness, which in turn is a source of high performance.
Goals are simply a way to clarify expectations and keep track of agreements about your work, and can help answer these critical performance questions:
- Am I doing the right work?
- Is the work I’m doing good enough?
You should use goals to discuss the potential of your work and the progress you are making (or not) towards them. In their best form, goals are not administrative or bureaucratic processes. Rather, they are vehicles that help you carry work forward. An individual or a leader may initiate a goal, but in either case, both people should be invited into the discussion. In fact, goals can serve as a “boundary object” to engage several people with different perspectives as your advisors, creating the basis for a continual 360 degree dialog.
You can increase transparency and efficiency in your organization by sharing goals, and you might gather them together for a “roll-up” to create a big picture of how everyone is working together. But keep them lightweight and flexible, as they are most useful in the form of a natural conversation about what you are doing and how you are doing it.
Don’t let goal processes and templates (like SMART goals) overcome the natural simplicity of goals. They can be written on post-its, scribbled on a napkin, or entered into a web service like Rypple. The key is that you think about and discuss what’s important in your work and capture it in a very simple statement that has meaning to you.
Key questions for generating goals:
- What is needed by the business/client?
- What am I prepared (ready and able) to do?
- What will I need to accomplish this work properly?
- Who is impacted by this work and what are their needs?
- How will I know it is complete?
Goals make it easier to gather feedback:
Think of goals as a “prototype” of the future you can use to gather feedback. You can ask three kinds of questions about a goal to help you deliver high quality work that others value:
1. Focus- use one or more goals to ask your boss, client, and colleagues if they think you are working on the right things. Compare them to expectations set out for you by company level mission/vision statements and job level requirements like a job description.
2. Advice- use a goal to ask others for input on how they would approach the task. When you do this before you act, you make it easier for others to give their full opinion about the “right way” to do something.
2. Critique- use a goal to ask others their opinion on your results. It’s easier to get feedback if you show what you were hoping to accomplish (with a goal), as it allows people to focus their opinions on the gaps between your intent and the actual results.
For more on this topic see my post Set homerun goals.