Goal setting is important to implement change in an organization. From research & development, to marketing and sales, from campaign planning to activism, goal setting can help people make changes faster and, in some cases, can even increase the chances that the goal is successful. "Simply put, those who make actionable goals, and put forth the effort to make them happen, are far more likely to achieve the goals than those who just arbitrarily claim that a change will be made."
(Sara Gilmore: Goal Setting Guide
Although we know that in change processes we rarely reach our originally intended goals ("The journey will teach us"), goals motivate and energize. People love goals, in particular when they had the chance to co-create them and if they are properly communicated
There are virtually hundred of different tools and methodologies to develop and define goals but most people would agree that goals need to be SMART:
Specific: Be unambiguous as to exactly what it is you want to achieve.
Measurable: Reaching your goals is a step-by-step process. Visit the Observatory of Facts and Numbers as often as possible.
Attainable: Make your goals realistic, break them down into more manageable and chunks.
Relevant: Does the goal have real significance for the overall business objective?
Time Frame: When do you want to achieve your goal?
Image by Colleen Flood
Questions for Deeper Exploration
- How clear is the goal of the change?
- Is it SMART (specific, measurable, attainable, relevant, time bound?
- Who owns the goal?
- How would we know and how would others know that we have reached the goal?