The Problem with Success
A key lesson in goal setting came from my first job after college.
I was a reporter for the Orange County Business Journal – grateful that the editor decided it was easier to teach business literacy to a journalism grad than the other way around.
I submitted an article that used the word “success” 👍
Then I got called into the editor’s office 👎
Success – he told me – was too vague. It didn’t mean anything by itself – and we needed to be more specific when describing a company’s vision and goals.
Just like goals.
If you are working on goals for your organization / team / department – you’ve got to be specific.
🛑 You don’t want “success.”
🛑You don’t want “increased effectiveness.”
🛑You don’t want “improved fundraising.”
You want specific, measurable outcomes – that tie to your organizational vision.
Your goals should be measuring things you and your team can control. Metrics that can not only tell a story, but can help you make decisions.
It’s not easy – but the results will be goals that help you:
💚Achieve your mission
💚Understand your progress
💚Guide individual and team activities
Are you setting goals for your team (or for yourself)?
Photo by Afif Ramdhasuma on Unsplash