Setting HUGE impossible goals, can and will ruin your want or need for goals, that maybe important during your life. Similarly, setting goals that are easily achievable and do not make stretch, are also detrimental and may adversely effect your career growth!!! Performance expert John Hester identifies four common mistakes that managers make when they set goals for employees in the latest issue of Ignite! For managers looking to make their goal setting and performance planning more effective, Hester recommends focusing on three key areas.
January 10, 2013 in Accountability, Alignment, Best Practices, Employee Engagement, Employee Productivity, Employee Work Passion, Goal Setting, Performance Expectations, Performance Management, Talent Management.
My company uses from a long time the well known SMART methodology and, at the end works well. Enter your email address to subscribe to this blog and receive notifications of new posts by email. Following our goal setting class earlier this month i thought i’d outline the top 10 reasons people fail to achieve their goals in the hope that you might identify some areas you might be able to avoid or improve along your own path to success! Achieving a goal takes more than having a dream or an idea; it takes a constant effort with a strong will to make it your reality.
Often time’s people will not hold themselves accountable for a goal they set… it’s even better to have others help keep you accountable! Goals need to be challenging enough to motivate us to achieve them yet many people fail to break them into smaller milestone steps.

We are social creatures and do much better in all areas of life when we are surrounded by positive, motivating, encouraging and supportive people.
Frequently, people fail to envision the “big picture” they are working towards with all their aspirations and dreams. People can become too rigid in sticking to the parameters of a goal they set, circumstances change, life happens!
How many times have you convinced yourself that achieving a goal was not possible because of circumstances, even though you know it’s not true!
Stretch goals are great, but if they are out of reach they become demotivating and can even cause some employees to engage in unethical behavior to achieve them.
Anytime you set a goal, objective, or an assignment, you need to make sure that it meets the simple SMART criteria (Specific, Measurable, Attainable, Relevant, and Time-bound).
Finally, managers need to consider an employee’s individual competence and commitment level for a task. Without a roadmap, finding your way to your ultimate goal can be almost unimaginable at times.
Spending time figuring out where we want to be and who we want to be will help implement your desire to achieve any goal which supports that big picture dream. Allowing for adjustments and reviews can keeps a goal realistic when things out of our control change, without this process, a goal can quickly become unattainable and lead us to giving up or quitting on our dream. Without a strong emotional connection to the goal, motivation is hard to continually create.

Set yourself up for success right from the start by avoiding all these common mistakes people make, and you can do & be anything you want. In addition to making sure a goal is attainable, goals should be monitored and adjusted as needed during the year.
Once goals are set, managers need to meet regularly to provide support and direction to help employees achieve their goals. Sometimes it is as easy as collecting their input on the value of achieving the goal and building on that as motivation. Be honest with yourself when setting goals…make sure the goals are coming from passion & honest intentions.
We all have commitments and responsibilities, and some of us let those things hold us back, others of us don’t – it’s all about your willingness to give up habits in order to make room for new habits. Although you can always retrace your steps, you might not have the time, opportunity, energy or resources you once had when you could have made your goals happen one by one. So the manager needs to know what the employee’s key areas of responsibility are, what is expected in the role, and what they want to see in terms of performance. It’s important that a manager find out about experience with a specific task and then partner with the employee to determine what they need in terms of direction and support to be successful with this particular assignment.

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