What is the Meaning and Purpose of Setting Goals? ~Do We Even Need Goals? Rethinking the Issue~
Does your company set individual goals for each person?
Organizational goals and individual goals
outcome goals and action goals
—the term "goal" can mean many things, and we might be using it vaguely without giving it much thought. Today, I'd like to explore this topic based on that realization.
There are many types of goals
Organizational goals and individual goals
Outcome goals and action goals
Do you distinguish between these when you use them?
Organizational goals are goals handed down from above. Like, "sales of XX yen this term." It's frustrating if it's a goal that makes you want to ask, "Why on earth?" It would be better if they were goals that you could feel convinced by, empathize with, and get excited about. It seems like presidents and managers struggle and agonize over these.
Individual goals are basically set by yourself. They are a determination to "do this!" Let's do our best so they aren't twisted by pressure from superiors. Here, too, it is important that the goals are ones that provide a sense of conviction and motivation.
Outcome goals and action goals—can you tell them apart? Outcome goals are often expressed in numbers, such as "sales of XX yen" or "XX number of orders received." Action goals are designed around actions that lead to results. For salespeople, things like "XX number of visits" or "XX number of calls"—things you can do if you try—are action goals.
Sometimes, your approach or attitude is also included in action goals. If you divide them into quantitative and qualitative, qualitative goals tend to become ambiguous later on regarding whether they were achieved or even done at all. This isn't about whether they are good or bad, but rather that they require caution.
What is the problem with not having goals?
So, is there a problem with not having goals?
If there is no problem at all, then it seems we could say, "We don't need goals!"
My conclusion is that without goals, you cannot reflect
—it is a huge waste to end things while remaining ambiguous about whether what you did was good or not.
that is.
By reflecting correctly, the habit of:
・Strengthening what went well
・Correcting and improving what didn't go well
will cause things to evolve rapidly. You yourself will also grow faster.
Goal ≒ Hypothesis
Goals are not just things you wish you could do, but I believe they are
hypotheses—the idea that "if I do it this way, this is likely to happen; I feel like I can do it."
There are presidents who say, "Just give it a try!" but presidents are supermen, so they are unconsciously setting hypotheses.
While saying, "Don't think about it, just try it!" they themselves are firmly setting hypotheses and holding personal goals.
That is why, when they hear a report from a subordinate, they get angry, asking, "Why did it turn out like that!?" It's because there is a gap with their own hypothesis, so they think it's strange.
All work is a repetition of hypothesis testing—if you think of it that way, it's simple.
Setting a hypothesis (goal) → Execution → Recording → Reflection (strengthening and correcting/improving)
This is the so-called PDCA cycle, and the difference with the recently popular OODA is just that the initial hypothesis (goal) is done unconsciously.
Goals for correct reflection
Within the PDCA cycle, a phase that is extremely important but often overlooked is the
reflection (strengthening and correcting/improving) phase.
Without reflection, things do not improve.
You take one step forward and two steps back. That's just not good enough!
Appropriate goal setting is necessary for reflection
You could even say that goals are necessary in order to reflect correctly.
Because there is no goal (hypothesis), you cannot reflect.
To avoid falling into a vicious cycle of working hard but not improving at all,
let's set goals even if it's a hassle.
This is not my opinion, but the essence of things, an unchangeable fact.
Goals to accelerate action
If there is another purpose for goals, it is to
accelerate action.
When goals are clear, there is no hesitation in action. Action accelerates.
It is important to be able to simply accept that you should work hard toward this.
In that sense, action goals work more effectively than outcome goals.
Once you decide onaction goalsthat allow you to reflect on whether you did them or not,
your actions will become much faster. Since you won't be wavering between this and that, I think your stress will also decrease.
To make today better than yesterday, and tomorrow better than today
So, without goals, you cannot reflect and you will not improve day by day.
Let's set goals so that doesn't happen to you.
Is that textbook conclusion okay?
If you ask me, "Are you doing it?"
I would want to hide, so
let's just gloss over it by saying, "It would be nice if I could."
For those who want to achieve results quickly, why not
start by setting goals that you can definitely achieve in one day?
Setting goals for 5 minutes a day will make your daily efficiency two or three times better.
Well then, have a great day!
This article was written by
Shigeki Kawahara, "Future Realization Partner" who increases revenue pillars
https://mousoubiz.com/
https://twitter.com/mousoubiz