"A good goal is like a strenuous exercise – it makes you stretch. Give yourself something to work towards constantly."
This is another one of those misunderstood areas of business management far more important than when given only a cursory glance.
While business goals can't simply be arbitrary and created so our people can have something to do to keep them busy, at the same time, there definitely must be something for our people, within legitimate parameters, which makes them stretch, that challenges them.
This is always a balancing act between estabishing unrealistic goals, and pushing people toward excellence and getting them engaged in a vision.
If a goal is so big it realistically can't be achieved within a given time frame, the inevitable failure will be crushing to the spirit of our workers. But if the goal is so small that it keeps our people too comfortable or "lazy" from not being challenged enough, it can cause a business to implode, as it doesn't stretch beyond a comfort zone which emerged from complacency.
Complacency isn't just an attitude alone, it can also be the result of either too great a goal or too little of a goal.
In other words, a goal must be managed by carefully considering our people, timeframes and the goal itself. It's one thing to have a great vision and purpose, it's another thing to develop realistic timeframes to accomplish them in.
It's necessary to stretch our people, as it's part of what makes them want to get up in the morning and come to work, it's another thing to arbitrarily impose deadlines that are impossible to meet. That can crush even the best of workers.
Even great workers with great attitudes will burn out from being overextended. Consequently, some of these same workers that do burn out and eventually leave a company, say that being really pushed has also resulted in some of their best work.
As we can see, it's a paradox that's difficult to manage. Yet it must be managed. Pushing for great results can cause the loss of some of our good people, while also bringing about the best in them. We have to count the cost and measure accurately how far we can go and what we are willing to lose in the process.
This is part of doing business. The other option is to allow our competitors to move past us create better products and services.
I think we must be willing to push our people and stretch them, and at the same time help them understand the consequences if they don't.
Our great people will like a challenge, but also are measuring the cost to themselves as well. Constant communication and letting them know we appreciate their effort, while also letting them know you're watching their progress, is an important aspect to successfully setting goals for our people.
Other Mary Kay Resources:
Remember to Sign up for my feed
Sponsored link: The outsourcing every manager requires - Tampa Locksmith
Comment Preview