20-20 Foresight to Set Achievable, Realistic Goals With Your People
You’ve heard it said that hindsight is always twenty-twenty. By using the following technique, you can help employees set goals with 20-20 foresight instead. Too often, goals are set thoughtlessly, without consideration of the impact those goals will have on the individual’s life. Goals may conflict, or clash with the values, interests and lifestyle of a person. [For example, I’ve known managers who accepted certain promotions, only to regret their decision later when they found they hated managing people!]
Obviously, some goals don’t allow us the luxury of this total alignment; but often we could be more sensitive as we consider options in terms of what needs to get top priority, and who needs to do it. Use this format as you talk with employees about their goals and interests, and as you make assignments of the goals within your department or team. You’ll get a huge return on your investment of time, resources and energy!
WHAT DO YOU WANT TO ACHIEVE (positively framed):
HOW WILL YOU KNOW YOU HAVE ACHIEVED IT?
(What Is It About This Goal That Really Interests You?):
HOW WILL THIS CHANGE AFFECT YOUR SIGNIFICANT RELATIONSHIPS
(Coworkers, Family, Friends, Community, etc.)?
WHAT CHANGES WILL YOU HAVE TO MAKE?
WHAT'S PREVENTING YOU FROM MAKING THIS CHANGE?
Use these five questions to guide your mentoring discussions with employees, to help them clarify what they really want, what they are willing to sacrifice to get it, and what they need to anticipate as they begin working to achieve it!
