Seven Goal Setting Imperatives for Great Performance
Do you actively set goals for your business? Are they written down? Are you tracking your progress against them? If you’re a successful small business owner, you know the importance of setting specific goals that can help you move forward.
As we approach the end of the year and businesses are setting goals for 2022, remember that goals create focus and direction. They build motivation, enable you to measure progress and serve as a powerful communication tool when it comes to mobilizing your team around a common purpose.
Here are seven key points that will help you make the goal setting process more effective.
- Set them. Yep. That’s the first recommendation. But surprisingly few people take the time to set goals. And, as a result, few people accomplish the things that they believe are important in life or in business. The act of setting specific targets creates a sense of commitment and direction that propels you to focus on their accomplishment. If you want to achieve more in 2022, set meaningful goals (beyond your New Years’ Resolutions).
- Remember the SMART acronym. SMART stands for Specific, Measurable, Attainable, Relevant and Time Bound. Well-written goals are detailed and provide a clear picture of what is to be accomplished and how. They contain metrics that can be evaluated, are reasonable, are relevant to the final outcome that’s desired and have specific deadlines. The combination of these elements provide clarity on how performance matches the desired end-state.
- Stretch. In order for goals to be effective, they need to create some degree of stretch or tension. Otherwise they will be put on the back burner. When managed properly, stretch goals will often improve the competence and productivity level of your team. They can be transformative. The key is to balance the “stretch” with the “attainable” factor mentioned above.
- Write them down. A goal that’s not written down is merely a wish. Writing your goals down not only helps you clarify what you want to achieve, it also creates the record against which you can measure your progress. That is what helps you repeatedly and regularly shape your daily activities toward the accomplishment. Remember that tenacity and resilience are key.
- Create an underlying strategy for each goal. It’s one thing to identify a goal that you’d like to accomplish and something altogether different to plan specifically how it’s going to be accomplished. What are the specific actions that you must take in order to accomplish them? What resources will be required? What is the timeline? This is where the rubber meets the road as it keeps the focus on the key behaviors and action items required over time.
- Share them. When you share your goals with others, you increase the likelihood that they will be accomplished. This is because people generally want to present themselves as being accountable. Of course that means that if you don’t progress, you will have to “own-up” to it. Most often, it provides the incentive needed to keep yourself moving forward.
- Celebrate incremental progress. Most worthwhile goals require attention from your team over a significant period of time. The celebration of incremental wins builds dopamine feedback loops within their minds that can help keep their level of focus on progressing toward the final goal. Dopamine is a powerful brain chemical that reinforces action with positive feelings.
Setting goals and objectives is an essential part of small business success and the practice is worthy of your time and attention. As a matter of fact, setting and adjusting your goals and the required supporting actions is a never ending process.
Plan it out. Commit and drive an effective vision that’s clear for everyone on your team that keeps them focused on great things ahead. Build the motivation that leads to your team’s overall success and allow that to become a significant part of your culture and employee experience.
Brian Wallace • December 13, 2021
Many organizations invest in engagement surveys, values statements, and leadership coaching to improve their culture—yet they still struggle with accountability, execution, and leadership alignment. Why? Because these strategies address symptoms, not root causes.
Real culture change happens when leaders take ownership. It’s not about perks or slogans—it’s about consistent leadership behaviors, decision-making clarity, and accountability systems that reinforce the right actions every day.
In our latest article, we break down:
✅ Why traditional culture programs often fall short
✅ The real reason engagement strategies and leadership training don’t stick
✅ How CLIMB builds a leadership-driven, execution-focused culture that actually lasts
If you’re tired of culture change that doesn’t translate into real results, this is for you.
Improve Your Decision-Making Processes
Are you ready for the next leadership transition in your organization? In today's fast-paced business environment, ensuring you have a strong succession plan in place is more important than ever. Organizations that neglect this aspect may face skills gaps and leadership shortages that can significantly impact their competitive edge. But how can you effectively integrate performance management into your succession planning strategy to ensure a seamless transition? Let's explore how these two processes can work together to empower your organization. Identifying High-Potential Employees A fundamental part of effective succession planning is the ability to identify high potential. Performance management processes open lines of communication and observation that reveal it. Clear performance measurements, delivered through fair and regular appraisals, enable managers to identify people who have the skills, experience, and qualities required to succeed as leaders. For example, an organization will conduct performance reviews to evaluate its employees based on their ability to solve problems, work in teams, and make decisions. The sooner these high-potential candidates are identified, the better it is for organizations as they work to build a strong pipeline of future leaders. It’s a practice that enables organizations to avoid significant disruptions when key positions become vacant because competent candidates are immediately available to fill the roles. Developing Future Leaders The development of identified high-potential employees is truly crucial. Performance management systems are useful for this purpose, enabling the organization to tailor training and developmental programs to their specific competency gaps. For example, a strong performer with little experience or exposure to leadership can work under a development plan that includes leadership workshops or mentoring programs. Organizations that invest in these individuals not only enrich their talent pool but they also foster employee loyalty and retention. Employees who perceive they are supported and valued are more likely to fully engage and remain with the organization. Setting Clear Goals and Expectations Effective goal setting helps ensure the proper alignment between individual and organizational performance. Performance management clarifies roles and prioritizes responsibilities to ensure that individual, unit, and organizational goals are achieved. Constant review and updating of these goals keep employees focused on their development while keeping an eye on organizational success. Employees often seek more than just a job—they want to be part of something bigger, a vision or initiative they can rally behind. Performance management processes play a critical role in preparing future leaders to recognize, embrace, and actively engage with that greater purpose. Understanding how their role fits into the bigger picture and contributes to the organization’s success is essential, especially for those transitioning into leadership. It provides them with a clear roadmap for personal development and growth. Fostering a Culture of Feedback and Coaching Performance management plays a crucial role in shaping a culture that nurtures and prepares future leaders for succession. By setting clear expectations, providing ongoing feedback, and aligning individual goals with organizational objectives, performance management helps employees understand how their contributions fit into the bigger picture. This creates a sense of purpose and engagement, fostering an environment where individuals are motivated to grow and develop. The process encourages continuous learning, guiding employees to take ownership of their development and positioning them for leadership opportunities. Through structured conversations and development opportunities, employees gain not only technical competence but also the leadership behaviors and cultural awareness necessary for future roles. Over time, this process builds a talent pipeline of individuals who are highly aligned with the organization’s values and capable of driving the company’s vision forward. Conclusion Integrating performance management with succession planning is essential for organizations that want to build sustainable leadership pipelines and maintain long-term success. By identifying high-potential employees early, developing their skills, and aligning individual goals with the company’s objectives, performance management ensures that future leaders are prepared to step into critical roles when the need arises. This proactive approach not only minimizes the disruptions caused by leadership transitions but also strengthens the organization’s ability to stay competitive in a rapidly evolving business environment. Moreover, performance management fosters a culture of growth and continuous learning, empowering employees to develop both personally and professionally. When employees understand how their roles contribute to the organization’s success and feel supported through coaching and feedback, they are more engaged and motivated to grow within the company. This alignment between individual development and organizational goals creates a foundation for effective succession planning—ensuring that each leadership transition builds on a legacy of competence, purpose, and cultural alignment. So, are you ready to take your succession planning to the next level? If so, consider contacting HR Strategies Now . We’ll help you create a customized approach that ensures your organization is prepared for future leadership changes. HR Strategies Now – HR consulting in Cypress, Houston, The Woodlands, and beyond.
