Who is setting goals for you?
Posted by Anadi Upadhyaya on April 19, 2012
Your ability to accomplish or outperform predefined goals at workplace determines your success. Goals can be your performance appraisal goals or your divisional performance goals; it can be organization wide product delivery targets or sales target. Whether you are celebrating your success or striving to achieve one, it’s important to retrospect your goals-setting process and your role in the process.
Three most commonly observed patterns at workplace are:
- You set goals for yourself as well as for others, either due to your authority, influence or charisma but you don’t believe in considering suggestions from others.
- You set goals for yourself as well as for your team and you are open for ideas; you not only involve others but also adopt meaningful suggestions from them.
- You barely get involved in goal-setting process. You are happy to take whatever comes to you.
Where do you fit in? If you find yourself aligned with the first or third pattern, it’s advisable to reconsider your strategy.
It’s very likely that you are pushing someone to adopt behavior as in pattern one because you don’t want to come out from third pattern. As a leader, you need to participate and voice your opinion in goal-setting process at your level, to make your organization a better place to work. Moreover, your willingness to listen to others without being cynical is also critical.
Keep in mind, all the three patterns mentioned above may bring you success, but if you are aspiring for success that lasts, you need to make serious endeavors to move towards the second pattern. Being a dictator or a silent observer on all the occasions doesn’t work but working together works most of the times.