Sometimes you set goals that directly conflict with other goals within the organization or even for an individual. You might have one team with a revenue goal and another with a cost cutting goal. When it comes time to spend marketing dollars, you'll have a fight on your hands. Avoid this by understanding incentives, reconciling goals, and then de-conflicting them
- Another challenge you might face…in the goal setting process is having goals…that are in conflict.…Sometimes you'll set goals that directly conflict…with other goals within the organization.…Individuals may have goals that are in conflict…with other individuals.…You may have one team with a revenue goal…trying to drive top-line sales.…Another team has a cost-cutting goal.…When it comes time to spend marketing dollars,…you're gonna have a fight on your hands.…The team with the revenue goal…is gonna want to spend like crazy.…
The team with the cost-cutting goal…is gonna want to cut back.…You need to figure out how…you're going to de-conflict these goals.…The way you can avoid this problem…is understanding incentives, reconciling goals,…and then de-conflicting them.…When goals are in conflict,…go up one level in the organization.…Look at the higher organizational goals,…and ask yourself, "Which of these two conflicting goals…"is better aligned with what we're trying to do…"as an organization as a whole?"…Choose that goal that is more aligned…
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.
- Identify, set, and track SMART goals.
- Link goals to business strategy.
- Build goals from the bottom-up or the top-down.
- Create stretch goals.
- Review and revise goals.
- Reconcile conflicting goals.