With everything that has been written about goals, it’s hardly surprising we’ve all become such experts at goal setting: adept at crafting perfectly-formed, criteria-laden (SMART, PURE, CLEAR) goal statements. But can we claim similar expertise and success when it comes to goal achieving? I’m not sure we can – especially in the workplace.
So what can be done in the goal-setting process to help ensure we go on to achieve our goals?
Coaching and the coaching environment helps leaders and managers not only set but consistently achieve their professional and career goals. And we do that by augmenting the goal-setting process in a way that draws a powerful distinction between different, but complementary, goal types.
Because setting an End Goal is just the beginning. And to unleash a person’s goal-achieving potential, the End Goal needs to be coupled with a complementary set that includes a Performance Goal, a Process Goal and a Learning Goal.
By drawing these distinctions, that perfectly-formed End Goal becomes instantly more achievable. We become experts at Goal Achieving.