Goal Setting can be a treacherous effort for company executives, especially as they work to appease both the higher-ups and employees. Courtesy of the Harvard Business Review, their study information brought about some interesting conclusions. You can give it a read here!
There’s really insightful information out there on the best way to set attainable goals and how to motivate your employees to achieve those goals, but here’s our take on it:
Why Start Small?
It’s a misconception that you need to set low, easily attainable goals just to satisfy employees. There are those who will appreciate the lax benchmarks, but that won’t make them improve! As an employer, manager, or even mentor, your goal should always be to help others grow, develop, and succeed! This can’t be done through just setting goals. You’ll need mentorship, check-ins, and a solid plan to show them the way.
Often employers see goals as rungs of a ladder. You wouldn’t take a giant leap up a ladder, which is why they think starting with smaller goals is best! They got the metaphor wrong, because goals are actually an ELEVATOR! The bigger the goal, the more floors you’re made to rise to.
I envision goals as elevators because once I meet the goal, I’m on the highest floor I’ve ever been! When I seek to attain new goals, the floor I start on is higher than before too. I’m more equipped with the tools to advance farther and farther, so the sky is the limit. Kind of like Charlie and the Chocolate Factory as they ride the glass elevator up above the clouds.