Do specific goals really work?

Goal setting is all about getting clear on the destination so everyone is on the same page and working toward the same end point.

Start by getting super clear on the vibe you are trying to create and what you really want to achieve. Why is this important to your team, department, or organization? What will achieving this goal give you? Where do you want to be because you finished the project?

Starting with your why will help you make tough decisions as you work together, because inevitably the plan you created will have to shift as you learn more or conditions change.

Next you want to set a goal that is specific enough that everyone understands exactly what it means and how you will know you’ve achieved it. Adding specificity allows the team to know how we are going to measure success, which helps them feel a sense of progress as everyone puts their head down to start working.

The intention is to make as many decisions ahead of time as you can so the team has a clear sense of direction. By doing so, the most efficient path will become more visible to you.

Be careful if your goals are too broad that they don’t provide enough constraint to help the team focus. But be careful of getting so specific or prescriptive that the team feels like their hands are tied or you don’t have the ability to adapt as the market changes.

Different personality styles will be motivated by that general vibe and why it is important to your team. Others will be more motivated by the details and specifics. One way isn’t better than the other, the key is to design your work and communicate to a variety of styles in order to remove some friction that can be slowing you down.