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Setting goals the right Way

Setting goals is the first step in turning invisible into the visible, says Tony Robins who is rated by Accenture as one of the top 50 Business Intellectuals in the world.



Setting goals is the first step in turning invisible into the visible, says Tony Robins who is rated by Accenture as one of the top 50 Business Intellectuals in the world.

Goal setting can aid you in building an organisation in which all your colleagues understand, believe and act upon their roles and potential to adhere to the company vision. As a result,  everyone will be travelling in the same direction without wasting energy, thereby delivering on the plans.

Most of the people prefer working with managers who set goals in advance and help them in navigating the journey.  Team members like to be measured by people whom they respect and who make a difference to them in their life and work. Here are a few tips which will help you in managing your teams work and measuring it using goals.

Set objectives

Make it a point to set goals in advance; it should be done before assigning the project, work or tasks. By setting the goals early on, you will help your team in focusing their energy and time on what's important. It will enable them to perform more efficiently and effectively.

What’s the result?

Unless you know what success looks like, how will you know whether your team has achieved it or not? The best team managers work with their teams to set up pre-agreed success metrics. By telling them early on the final deliverables or measure of success, you will keep them glued to results that matter. In addition to this, you must be clear about the rewards and consequences for those who exceed the targets, just make the cut, or miss their goals and it's best to do this in writing.

People are different

One shoe fits all, may not be the best strategy when you are dealing with different team members. You need to set different goals for each of your team members, each one of them will respond differently to goals. Some of your colleagues or team members may like stretch goals; other may perform better when they are assured of reaching goals ahead of time. Setting personalised goals is a big motivator for your team members, they don’t feel that they are being treated like a commodity. 

Give feedback on time

By giving your colleagues feedback on time,  you give them a chance to make mid-term corrections. Follow through with rewards and consequences

As a manager, you have to celebrate the success of the exceeders, compliment the team members who just made it and sit down and work with the team members who just missed it. By delivering the rewards or consequences that you have communicated to the team in advance, you will build your long term credibility. In case people don't see any consequences to their efforts, from the next time onwards they will not give their 100 % to the tasks.

— This article is part of a series from Yostartups.com

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