Objective setting is a key leadership skill. We all know that. Many think they are doing it correctly and they probably are. The power of setting targets is lost on many, because they think that it is a process that HAS to be done. Commanded by senior management or HR, they “go through the motions” of setting targets for their team and getting them agreed as quickly as possible.
What is SMART?
SMART stands for:
Agreed/ Achievable/ Aligned
What’s wrong with SMART?
Don’t get me wrong: SMART is good.
The main issue that I have with SMART objective setting is that it encourages incremental thinking, as opposed to transformational thinking. If you want a step-change in performance, then SMART won’t get you there.
What you will need is to think big. I mean huge. In order to pull your thinking and therefore your performance out of the ordinary and into outstanding, you will need to create a future for yourself and your team that is totally compelling.
There are many models out there to do this, however you must first tap into your strengths.
Here are some great questions to ask:
What do I want to be known for?
Who do I want to be?
How will I feel when I get that reputation?
How will I know that I am getting there?
What will it look like when we have arrived?
What will people be saying?
What qualities and behaviours will I need to get there?
What should I believe now, to make this a reality?
All of the above will take some soul-searching and hard work, however this is where the gold is for you if you keep digging.
Have a great week!