"In any poker game, the ultimate goal is to walk away with more chips
than when you started. In an organization, leaders, like poker players, have to
keep their eye on the ultimate goal. For the poker player, each hand involves
decisions about the level of resources (chips) and the strategy to be applied
based on the situation (the cards dealt). The poker player evaluates the
situation, organizes the information, develops priorities, and applies resources
he or she bets. Based on feedback from the table, the player re-evaluates the
application of resources based on a change in the environment (somebody else
raises or calls, perhaps). Although the player is constantly shifting priorities
and resources based on the situation, he or she is doing so with the ultimate
goal in mind walking away a winner. A leader must be do the same thing for
their staff and themselves."
Andrew J. Harvey and Raymond E. Foster (Leadership: Texas Hold 'em
Articles on Goals and
Goal Setting: Why Should I Set Goals?
The fact is that goal setting works! Research studies have shown a direct link
between goals and enhanced performance in both sports and business. Earl
Nightingale put it this way, "People with goals succeed because they know where
they are going. It's as simple as that."
Effective leadership crucial in today's Air Force
Setting goals is one of the greatest tasks leaders face today. Leaders must
possess the ability to convey to each individual they have a stake in the
desired goal. Leaders have to create expectations where ownership and attainment
of a goal is personal to each individual.
Management by Objectives
Much has been written about a management technique called Management by
Objectives (MBO). MBO has been suggested as a management system by which to
organize the sprawling bureaucracy of the federal government. Management by
Objectives programs are presently being used in many corporations involving
thousands of people and billions of dollars worth of assets. This widespread use
of MBO is causing more and more military managers to ask how this technique can
be related to their own units and their management problems. Consequently, a
relevant question for all Air Force managers has evolved: Can Management by
Objectives be used to improve the management of Air Force units? In my opinion,
the answer is definitely yes. The purpose of this article is to substantiate the
answer in detail.
Setting goals can be an excellent consensus-building activity. It is energizing
to watch a group of people who may start with very different opinions and
visions work together and listen to each other to develop one set of goals.
These goals set the stage for action, defining what tasks will be considered and
embraced. By sharing together in the decision making process to develop goals
that everyone agrees upon, we find this process generates commitment to follow
through and getting the work done.
Setting Goals and Objectives
The difference between where we are (current status) and where we want to be
(vision and goals) is what we do (target objectives and action plans). As this
statement shows, setting goals and objectives builds on the previous steps of
visioning and taking stock. Goals are simply a clearer statement of the visions,
specifying the accomplishments to be achieved if the vision is to become real.
The target objectives are clearer statements of the specific activities required
to achieve the goals, starting from the current status. At this point, strategic
planning begins to produce lots of ideas and action steps. A common practice for
keeping individual workloads to a manageable level is to delegate different
topics to different teams. For example, there could be a curriculum team, a
facilities team, a budgeting team, etc. A useful tool for keeping track of ideas
and seeing how they relate to each other is the affinity diagram.
Click here to suggest a leadership article on Goals and
Career Development Planning
Achieving Cultural Resource Management Goals through
Knowing how to Lead: Goal Setting
Knowing how to Lead: Goals and Goal Setting
The Goals Grid: A Tool for Clarifying Goals and Objectives
Planning and Goal Setting for Small Business
The Difference between Goals and Objectives
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Visual Summaries of
Various Goal Setting Models
Performance Measurement Overview
Performance Measurement Overview (Three Step)
Personal Development Plan