There is a “disconnect” between what an executive staff understands about an organization’s goals, and what the CEO believes they understand. In many cases, the staff will tell they don’t even know what the goals are.
“Cascading goals” to describe the process of adopting goals at different levels in a company. Like water over a cliff, goals must spill over and “cascade” throughout an organization to be implemented.
“Cascading creates horizontal alignment in a company,” All the executives at the same level need to gain agreement about what they will do to support the CEO’s vision and minimize conflict.
A dramatic example: Over two years, a technology division of American Express was able to cascade goals from a senior vice president to the 800 people in that area. The end result: the costs of developing a software system were cut in half over a two-year period.
How Cascading Works — Once the vision and main categorical goals are set at the CEO and managerial level, select a person who will champion the process of cascading goals. He or she works to ensure that each department will create goals and action plans that support the goals of the company’s leadership.
Communicating Goals — Updating people on their progress is critical. Goals must be visible and repeated to keep the commitment alive. Besides scheduled meetings, goals may be touted in: monthly e-mail messages, company newsletters, bulletin boards, and “surprise” coffee breaks, among others.
Ensuring Goal Implementation
Action Plans — When everyone returns to their jobs after goal setting exercises, enthusiasm for the goals can be buried by the demands of day-to-day business. The first step is to develop action plans based on the goals-complete with incentives and consequences for non-performance.
Accountability — Discussing consequences is critical in any goals-to-action plan. Often, the consequences are determined as the team works on the goals in the earliest planning stages.
Peer pressure creates such an intense expectation of performance that it causes action. “The perceived humiliation of removal from the team is so great that most people act,”
Monthly Management Meetings — Once your goals and action plans are set, scheduling monthly management meetings to monitor progress. The original planning group should meet for a 90-minute session to recap the previous month; acknowledge progress and examine shortfalls; amend the plan if it needs to be changed; and, clarify the action plan for the next 30 days.
Coaching for Goals — Implementing goals that were set months ago requires discipline. The planning group has to follow through with their direct reports. The managers need the discipline to make the goals a priority over day-to-day firefighting in a business.
When Goal Setting Goes Wrong
How often have you set goals that are then set aside? Examine roadblocks if you have a pattern of abandoning organizational or corporate goals.
Commit Goals to Paper — This may seem obvious. But how often goals are stated but not written down.
Stumbling Blocks for the CEO — Goal setting is not for the faint of heart. It’s not for the passionless, either, He suggests that the CEO spend some time weighing vision, goals and priorities alone — or with an advisor — before inviting trusted managers and employees into the goal setting process. And if a working group goes off-site to do visioning, goal setting and planning, don’t forget to allow for resting and relaxing as well.
Ten Organizational Roadblocks
- Lack of clear-cut responsibilities around the goals
- Lack of a tracking system
- Lack of an accountability system
- Lack of commitment
- Lack of buy-in from people who are expected to fulfill the goals
- Ineffective communication
- Lack of time or resources
- Too many goals are financially driven
- Focusing on too many or too few goals
- Goals aren’t tied to a longer-term vision
Personal Obstacles in Goal Setting — When we fail to meet personal goals, many factors may be at play. Houcek, in his studies of high achievers and his experiences with thousands of executives, finds the following common denominators: CEOs with no passion for the goals they have set; the goals are not precise; the personal goal is at cross-purposes with the CEO’s self-image.
Fearing Failure, Commitment — Fears can play a role in our failure to make-or realize – goals. “Goal setting is basically making a commitment,” “Fear of commitment is prevalent in the world. If I don’t set a goal, then I’m not accountable for it. That’s a subconscious tactic for avoiding goal setting.”
Fear of failure is more of a reckoning with the “cost of success.” After all, he points out, we fail every day. In fact, we’re experts at failure.
“Once I’m a winner, I have to continue to win or I’ll be a bigger loser in everyone’s eyes. That’s an unconscious thought, but it’s a very real one,”
Improving Your Life with Personal Goals
Lead a life filled with passion. Believe it’s because you mastered the art of goal setting and realizing those goals.
“It makes for a very fulfilling life. Spend virtually 100 percent of time in four areas.” They are: family, personal health and fitness; business and playing.
Start with “Master Want List” — If living that kind of life sounds appealing, it all begins with a little list called the “Master Want List.”
Questions to prompt you: What do you want to do with your life? Who do you want to meet? What new activities do you want to try? What experiences do you want to have again? Where do you want to go? What do you want to learn? What do you want to improve? Who do you want to spend more time with?
How Will You Benefit? — Choose from the “Master Want List” the goals you would like to pursue and give yourself a timeframe. Next to each goal, indicate how you will benefit from completing it. That’s a prime motivator.
Framework for Personal Goal Setting — Personal goal setting in a way that mirrors business goal setting. Start with a personal mission statement, a personal vision statement, the goals for the next 12 months, annual goals, and an action plan with strategies for success. Use your birthday as the date that you review your goals and set new ones.
