According to The McKinsey Quarterly a large percentage of leadership development programs fail because no plans are made to measure whether the participants are growing as leaders, leading to little accountability for acting on what is learned. Some companies fail…
(Covey, The Seven Habits of Highly Effective People, p. 101)
How about substituting “SMART goals” for management and “being intentional” for leadership in the above quote? Why?
Too often, a goal is SMART (Specific, Measurable, Attainable, Realistic and Time-bound) but still not the right goal. If you’re setting goals for yourself, or if you’re coaching others, here are three key questions that aid in ensuring that goals intentionally target what is most important, not what your or your client might assume is most important.
- Is this the right goal right now? Leadership is situational. While there are core competencies all leaders need, different ones are more important in some situations than in others. Unfortunately, those new to leadership—or to a given role—may be unaware of priorities they’ve never needed to attend to in the past.