Setting Goals/Objectives

Goals and objectives are intentions and have descriptions of situations or conditions that are to be achieved within a specific period. They have clear indication of what we want to achieve and how to go about it. It is important to write down our goals and objectives as well as to develop a well set-out plan detailing how we intend realising them. This will enable us to experience a measure of accomplishment now for goals that will only be fully realised in the future. Such a process will stimulate action and will keep us motivated, leading to unbelievable results.

Although things might seem important, they are not necessarily urgent. We therefore feel that it is justified to procrastinate, to postpone things to tomorrow or the next day, especially when we find ourselves in crisis management daily. It is easy to get into the habit of focusing on such crises and to postpone other important things. If, however, we prioritize goals and objectives that might seem distant, by putting them in a step-by-step plan, we can effectively counteract any procrastination on our part.

If we plan proactively, we can ensure that many of the discrepancies we experience in the workplace and often refer to as ‘problems’, can be anticipated and effectively counteracted before they occur.

Remember that setting goals and objectives is important because such ‘problems’ are merely opportunities in disguise and that a process of negotiating and discussing such discrepancies allows us time to think them through and to work together to establish innovative solutions.

The process of generating goals and objectives is one of empowerment in that people (employees) who take part in this process are bound to feel a keen sense of ownership and responsibility in realising such goals. Participation creates commitment.

Generating and writing decent work objectives are not an easy process. The process needs lengthy and in-depth deliberation. You will have to write and rewrite them a few times. It is, however, a process that is manageable and one that will lead to greater productivity. Shared areas or aspects of the workplace, where reflection will generate goals and objectives, are problems, processes, practices, and people.

Characteristics of goal setting are:

Goal Difficulty: Increasing the difficulty of goals and objectives tends to increase the level of effort needed to realize them. If goals seem possible, they should lead to an increased sense of challenge and productivity.

Goal Specificity: People tend to increase their level of performance when facing specific, focused goals. Some vague sign of expectations is bound to create ambiguity.

Feedback: It is essential to provide ongoing performance feedback to enhance the effects of goal setting. Such feedback directs actions and encourages people to make a concerted effort to achieve the goal.

Participation in Goal Setting: People who take part in this process set a higher goal, which is the case when goals are set for them. It supports the belief that goals are attainable and increases motivation to achieve them.

The Steps of Goals Setting

The following 5 steps are useful in generating and setting goals:

Step One: Develop a personal sense of what your team/department should look and be like at some point in the future. In other words, develop a vision for your business. In determining your vision, pay close attention to the purpose of your business. Focus on things that will have the greatest impact. After you have defined your vision, communicate this with your team so that they can take part in developing goals, ways and means to achieve the vision.

Step Two: With the active participation of your team of workers, set up goals that are written in measurable, focused terms. Ensure that these are SMARTER.

A well-formulated objective statement is:

Specific – it clearly states the desired outcome

Measurable – the goal must be quantified to be measurable

Achievable – it falls in the realm of the possible and can, realistically, be achieved

Results-oriented – through taking specific actions outcomes can be realised

Time bound – it has a clear deadline

Exciting – the goal must excite participants

Recognised – goals must grow from a process of participation and must be in line with the vision, motivators, and purpose (individual/organisational)

Click here to download a template to use to set SMARTER goals.

Step Three: Determine the tasks through which the stated goals will be achieved. Tasks should be concrete, measurable actions that must be achieved at a specific, stated time.

Step Four: Establish priorities for the required tasks. Some tasks must be completed before others can begin, which calls for priorities that will determine the order in which tasks must be completed as well as by what date.

Step Five: Finally, it is necessary to follow up, assess and check to determine if the group/team is doing what is needed. Your involvement as leader in this process is essential in that it confirms the importance of the stated goals and priorities. It is important that the leader sees the process through to its conclusion.