4 Reasons Goal Setting Conversations Fail and How To Fix Them
Goal setting is imagination. Follow through is reality.
I’ve had leaders say they’re stuck talking about the same issues. Distance between talk and reality causes repeated conversations about the same thing.
Four reasons goal setting conversations don’t work:
#1. Obstacles
You don’t reach goals when you ignore potential obstacles. Talking about reasons you might not reach your goal feels like a distraction.
You’re unprepared for reality when you don’t consider potential reasons for failure. Failure to consider obstacles leads to frustration.
Solution: Equip people to stay on track. Ask, “What might get in the way of you doing this?” Make a short list of obstacles. Determine what to do when they happen. (They will happen.)
#2. Motivation
Motivation is the engine of action. Unmotivated people disengage. Connect goal setting with motivation.
Solution: Provide opportunity to reflect on other goals and responsibilities. Ask, “How important is this goal to you this week?” Choose one essential goal each week. Distill it into daily objectives.
#3. Accountability
Goals without accountability lack follow-through. What does personal accountability look like? You don’t want to be the enforcer.
Solution: Make accountability personal. Ask, “What accountability practices worked for you in the past?” You might hear about accountability partners, check-ins, or daily reminders.
People hold themselves accountable.
#4. Reflection
Lack of reflection results in frustrating repetition. (See, The Vagrant.”)
Solution: Discuss progress. Ask, “What’s working?” When goals are missed, ask, “What’s not working for you?”
Maximize learning. Ask, “What are you learning?”
Read our book, The Vagrant, for innovative approaches to self-reflection.
Conclusion:
Failure is often the result of something undone.
Defining objectives is easy. “Go do this.” Patterns of missed goals drains enthusiasm. Skillful leaders bring imagination into reality.
What is often left out of goal setting conversations?
What are some keys to successful goal setting?
Still curious:
Beyond Typical S.M.A.R.T Goals (Jim Parker, former CEO of Southwest Airlines)
Why Goals are Dangerous and How to Make them Work
How to Set Goals at Work That Lead to Higher Performance | Gallup
The biggest struggle in our environment is team members owning their development plans. I have many tenured associates that have no desire to develop further. They will create a generic learning plan, just to create something. When that happens, it loses the value and intent of the development plan. Making people have a plan when they don’t want one, they are less likely to work on it. Our management team must continuously probe the employee about what they are doing and what support they need.
Great point, Brandi. Interest in development tends to decline with age. It’s the up and comers who love coaching and develop.
You bring up an interesting topic to reflect on.
Explain why the goal is important.
Explain why you are assigning this goal to this person.
Ask–what else is on your plate that will interfere with you getting this goal accomplished.
Ask–are you committed to getting this done?
Some managers don’t want to discuss obstacles because the big obstacle is all the other work the person that need to get done. this topic is avoided. Managers needs to determine what tasks will be postponed or given to other employees.
Great point, Paul. Bring up purpose. More than that, make it an important part of the conversation. An added dimension is asking people what makes it important to them.
I hate to talk about obstacles. Let’s just go! But lack of anticipation is a serious problem in leadership.
Give people a voice in goal setting, even if you have to assign the goal, engage them in the conversation about how they plan to action it and work towards it…work to anchor their ideas in existing road maps and strategies. When people see the tangible value they bring reflected in departmental/organizational strategy and goals, it may increase their motivation to follow-through and deal with challenges that arise.
Nicely said, Pam. Ask, “How much of a challenge is this goal for you on a scale of 1:10?” Or “How might you take this goal to the next level?” Or “I wonder if you have too much on your plate. Let’s explore the goals you’re responsible for.”