Set Realistic Goals

 

There is no point in leading if you don't know where you're going or why you're doing what you do.

We often encounter leaders who believe in setting goals that are far beyond anything their team can achieve (while privately admitting that they'll be satisfied if they get 75 percent of the goal). This type of gamesmanship can significantly undermine your ability to drive engagement and results. We're not advocating goals that are easy to reach, but setting the standard too high will only hurt team morale.

Set a goal that challenges the team to rise to their highest level of performance but not beyond it.

To do this, create a list of possible goals with input from your team.  Prioritize the top three from your list and focus on them until they are completed. From there, return to the list and counsel with your team what your next focus should be.

As you narrow the focus and include your team in the goal process, you’re more likely to gain their buy-in and achieve great results.

For more on setting goals, read How to Set Team Goals.

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Unconscious biases are hard to identify, much less know their true impact. Before you can take steps to operate more fairly and effectively at work, you need to get your bearings. Download our latest guide: Seven Misconceptions About Unconscious Bias. 

 

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