Here is another great goal setting tip, establish a time limit on goals to create urgency and focused efforts. Without a time component, a goal becomes meaningless. The time bound aspect of a goal enables tracking of progress and breaking a goal down into chunks of work that can be completed over time.
- The last characteristic of setting a smart goal is that it is time bound. Set a time limit on the goal. It will create urgency and help focus the efforts of everyone involved. Without a time component, the goal becomes meaningless. If I don't tell them when I need it done, they're gonna take as much time as they need. The time bound aspect of a goal enables progress tracking, and it helps you break a goal down into chunks of work that can be completed over time. I recently wrote a book with a co-author.
We had a deadline for turning the manuscript in, and it had to be 50,000 words. We then broke that down into smaller, time bound chunks. We had a spreadsheet, where we said by this date, we need this word count, and we also had first draft due by this date. We were able to track our progress every single day. We knew if we were getting ahead on our word count, or more commonly, when we got behind. And when we did get behind, because we knew time was running out, it forced us to prioritize our work and go heads down and get as much writing done as we could in a very short period of time.
We finished the manuscript ahead of time, and we even had time for additional editing. That was another time bound goal that we put in there. When you think about your goals, let people know this is when it needs to be completed, and here are the interim measurement points that I'm going to use. That time bound component is going to drive urgency and allow you to track progress as things move forward.
Along with providing guidance on how to link individual employee goals to organizational strategy, Mike walks you through the different types of goals, including bottom-up, zero-based, commit, and stretch goals. He also helps you use goals to change behaviors, build new skills among employees, and make goals actionable by using incentives and tying them to specific activities. He concludes with a comprehensive plan for setting and implementing goals, and some tips on dealing with challenges such as conflicting goals.
- Identifying goals and goal types
- Setting SMART goals
- Linking goals to business strategy
- Building goals from the bottom up or top down
- Creating stretch goals
- Outlining activities and resources to help employees achieve goals
- Reviewing and revising goals
- Reconciling conflicting goals