As a manager with many responsibilities, it is natural for you to be preoccupied with several priority work-related matters. Therefore, at times, you may be tempted to assign goals to team members and let them figure out how to achieve those goals on their own.
And if you’ve ever given in to that temptation, you may have noticed how many of your team members failed to achieve their goals.
Why does this happen, you ask? Because of a lack of direction.
In this module, we explore a nifty formula that can help you conduct effective goal setting dialogues, and set your team members up for success.
What does goal setting mean? Does it mean throwing goals at employees and expecting them to do a job with no guidance what-so-ever?
Or must you, as a manager, provide some context on why the goals have been set and how they can be achieved?
These are the questions we seek to answer in this module.
Sometimes, knowingly or unknowingly, managers may set unrealistic, unattainable goals for employees and label them as stretch goals. In some cases, an employee may be given multiple such stretch goals with no guidance on how to achieve them.
But stretch goals are important. You may think. Stretch goals can push employees out of their comfort zones and motivate them to perform better.
You’re right. Stretch goals are essential for the growth and development of employees and organisations.
But most managers falter as they do not understand how to set stretch goals and help employees achieve them, which is a topic we will explore at length in this module.