Three criteria for defining a worthwhile goal

Leaders set goals that inspire and challenge. Goals energize people when they are well defined, provide meaning and give direction. Sadly leaders often set goals that are ambiguous, unrealistic and uninspiring, for example “providing a superior return to shareholders”. So how do leaders go about defining a worthwhile goal? In the book “A Bias for Action” by Heike Bruch and Sumantra Ghoshal, which I’ve just finished reading, provides the following criteria for defining worthwhile goals:

• Concrete: Concrete goals make it clear what the various components other make up the goal, the challenges that need to be faced and overcome to achieve it. There is a good understanding of the tasks that need to be completed to achieve the goal.

• Meaningful: People have to believe that the goal is worth the effort, that the goal is necessary to make a difference.

• Challenging: The goal should stretch us whilst not so overwhelming that it paralysis action. If goals don’t seem to be achievable they are quickly abandoned. Worthwhile goals are personally challenging.

When these three criteria underpin a leader’s goals, they help increase the level of commitment people give to the attainment of the goals.

• Are your goals concrete and well defined?

• Do you personally identify with your goals? Is it a worthwhile pursuit?

• Is your goal personally challenging? Will it stretch you whilst not overwhelming you?

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