Although most managers have a set of annual goals, the trouble with those goals is their 12 month time horizon. And that often leads to procrastination. After all, we've got 12 months to achieve the goal. So if other priorities cause us to lose focus for the first two months of the year, we've still got ten months to catch up. If shifting customer demands result in no real progress in the next two months, we've still got eight months to go. A special project from our boss and/or a temporary loss of key resources may find us way behind at mid-year. Now we need to double our focus if we are going to accomplish that goal.
Managers who are proficient at meeting annual goals know the key to success is to break the annual goal down into sub-goals. Annual goals are broken into quarterly goals, which in turn can be broken into monthly goals, which can be further broken down into weekly and sometimes daily goals. If you break down your annual goals into the shortest reasonable sub-goals, and if you commit to accomplishing those sub-goals on time, you'll find your annual goals need not become the last minute crisis that often leads to failure. Indeed, if you are already aware of this technique and have been diligent at working your sub-goals this year you are probably reading this post with a great sense of satisfaction and accomplishment. It's mid-year, and your annual goals are at least half done.
About me: Dan Pelley teaches goal setting as part of his "Managing for Results" program, one of five programs leading to a Certificate in Supervisory Management. Other topics include an overview of the management process, creating action plans to organize resources, scheduling, contingency planning, and time management.
Copyright © 2009 Daniel W. Pelley
All rights reserved.
All rights reserved.
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