Dig Deeper
Understanding the average outcome or standard for a goal is a determining factor in making sure the goal is attainable.
MAKING GOALS ATTAINABLE
Writing attainable and realistic goals often turns out to be harder to do than most people think. The goal must be attainable in the mind of the individual because most individuals do not approach impossible goals or standards with much enthusiasm.
To determine if your goal is Attainable, ask…
Have performance standards been established after consideration of questions such as:
- What was past performance for the goal achiever?
- What is the industry average for the goal?
- What is group average of others who are also achieving the goal?
- As the leader, would I be willing to accept this goal if it were mine?
Don’t set standards based simply on opinion or conjecture. If there is no past performance or relevant data, base standards on the most feasible indicators and monitor frequently to see if the standards are realistic.
Does the goal have a range of standards from acceptable to outstanding performance?
Don’t use phrases such as “error free,” “without error,” “always,” “never,” “100%.” The chance of doing anything for one year without error is extremely remote, probably humanly impossible, and therefore, demotivating.
Is the goal within the control of the goal achiever?
A goal should not depend on someone else to perform in order for the goal setter to achieve the goal, e.g., “to be promoted.” The goal achiever does not control that decision, or the person who makes it, and is being set up for failure. Instead, set the goal around “promotability.” For example, “Complete all the qualifications necessary to be eligible for promotion.”
NEXT STEP - RELEVANT
Understand the importance of making your goals Relevant to your areas of responsibility and the goals of your organization.
