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Coaching for Growth & Development, Part 3 – How to set goals

Filed in Blog by Tracey Davison on 2913 - 0 Comments

How to set goals - Leadership Blog

Goals should exist at every level within an organisation; individual, team and organisational.  Goals drive change and growth and used as part of your coaching process,  will reinforce and encourage a growth mindset and heighten performance effectiveness.

When setting goals, there are some key points to remember:

  1. Not too many.  “3 is the magic number” once sang De la Soul and it’s a good number to aim for when it comes to goals.  Having too many goals results in uncertainty on where to focus and can also make the goals feel unachievable.
  2. Include people in the goal-setting process.  People will be more likely to achieve the goal if they were involved in setting it.
  3. Align your goals.  Individual, team and organisational goals should all be aligned, ie; from every level, individuals should be able to see how achievement of their individual goals will contribute to the achievement of the company goals.
  4. Set SMART(ER) Goals.  Use the SMART model when setting goals.  It provides a clear guide for setting and measuring goals and significantly increases levels of goal achievement.  To find out how, click here.

When it comes to encouraging growth and development, the goal-setting process:

  • promotes a focus on self-improvement
  • enables the leader to directly address gaps in capabilities within a ‘safe’ framework
  • places an emphasis on responsibility and accountability
  • enables the leader to coach a growth mindset attitude to failure and mistakes
  • encourages the realisation of potential
  • places an emphasis on effort (over results), by breaking goals down into actions
  • strengthens the coaching relationship

In conclusion

Goal setting adds structure and purpose to the coaching process, whilst coaching provides the support, motivation and accountability that aids goal achievement and prevents goal abandonment.  One without the other is just not as effective.  In our next post we’ll look at the role praise can play when coaching for growth and development.

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