How Goal Setting Makes Happy Workers
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Goal Setting
Are you working in an organization where managers help employees develop goals to be more productive? Do employees at your workplace believe that company developed goals help them become more productive?
I coach a number of managers on how best to do goal-setting. Emotionally intelligent managers increase worker productivity by helping their people develop goals resulting in improved work place performance.
Myth: Tell employees to do their best, and let them find their own path.
A mountain of evidence shows us that people perform best when they're given goals:
1. Specific goals increase performance.
2. Difficult goals, when accepted, result in higher performance.
3. Feedback leads to higher performance.
When you give an assignment with instructions to "do your best," you aren't providing enough specificity. Employees perform better when they know what needs to be done, the outcomes you seek, and how much effort they'll need to expend to achieve results.
The Real Truth: A large percentage of employees believe they lack specific goals at work. Clear, challenging goals, accompanied by feedback, set the stage for higher output.
Myth: People want to set their own goals.
In spite of the logic behind participatory management, there's little evidence to show that goals set in partnership, between employee and manager, are superior to those unilaterally assigned by the boss.
Why wouldn't people do better with goals they help set?
The explanation may lie in the reality of workplace conditions. For participation to work:
• There must be adequate time to give input.
• Issues must be relevant to employees' interests.
• Employees must have adequate knowledge and skills to share their insights.
• The workplace culture must support employee involvement.
These conditions are sorely lacking in many workplaces, despite management's best intentions. In addition, some people don't want the responsibilities that come with participation. They prefer to be told what to do and let the boss do the worrying.
The Real Truth: Participation is no sure means for improving employee performance.
Are you working in a professional services firm or other organization where executive coaches provide leadership development to help employees be more productive? Does your organization provide executive coaching to help leaders improve performance by developing specific goals? Enlightened leaders need to improve their emotional intelligence and social intelligence skills.
One of the most powerful questions you can ask yourself is "How can I set specific and difficult goals that increase worker performance and productivity?" Emotionally intelligent and socially intelligent organizations provide executive coaching for leaders to improve their ability at setting goals.
Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help you create a more productive workplace where employees achieve difficult goals and are happy. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.
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Free PDF Download The Magic of Mentoring - By Dr. Maynard Brusman |
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About the Author: Dr. Maynard Brusman RSS for Dr. Maynard's articles - Visit Dr. Maynard's website Maynard is a consulting psychologist and personal, career and executive coach. He is the president of Working Resources, a leadership consulting, training and transformational coaching firm that develops people and organizations. We specialize in helping companies assess, select, coach, and retain top talent; leadership development; 360-degree feedback; emotional intelligence; competency modeling; succession management; career development and executive coaching. Maynard is an instructor with The College of Executive Coaching. He specializes in Executive Coaching with Attorneys. He is a highly sought-after speaker and workshop leader. He facilitates mission, values, and vision retreats. Maynard has been chosen as an expert to appear on radio and TV, MSNBC, CBS Health Watch and in the Marin Independent Journal, San Francisco Chronicle, Wall Street Journal and Fast Company magazine. The Society for Advancement of Consulting (SAC) has announced two rare "Board Approved" designations for Dr. Maynard Brusman in the specialties of Executive/Leadership Coaching and Trusted Advisor to Attorneys and Law Firms. This signifies that Dr. Maynard Brusman has provided validated evidence from clients of exceptional performance in this area of consulting, has adhered to the ethics pledge of the organization, and has performed at this level for a prolonged period. Dr. Maynard Brusman, Consulting Psychologist and Executive Coach, Box 471525 San Francisco, California 94147-1525, Tel: 415-546-1252, E-mail: mbrusman@workingresources.com, Web Site: http://www.workingresources.com Subscribe to Working Resources Newsletter: http://www.workingresources.com Visit Maynard's Blog: http://www.workingresourcesblog.com. Connect with me on these Social Media sites http://twitter.com/drbrusman, http://www.facebook.com/maynardbrusman, http://www.linkedin.com/in/maynardbrusman, http://www.youtube.com/user/maynardbrusman Click here to visit Dr. Maynard's website. Gritty Bosses The True Grit Mindset Sales and Communications 16 Bad Habits You Can Change Leverage Leadership Strengths and Mitigate Weaknesses Leadership Resilience Optimism and Resilience Change Reiliency at Work |
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