Do You Want 90% Better Performance? How Leaders Set Goals to Achieve It

Goal setting is more than a task to tick off because your HR Department tells you to do it; it’s a powerful strategy that aligns your individual aspirations with team and organisational success.

Clear, purposeful goals:

-????????? Motivate us

-????????? Sharpen our focus

-????????? Inspire progress

They’re an indispensable tool in today’s 24/7 switched on environment with so many competing priorities and distractions that take us away from achieving what will really make a difference.

In this guide, let’s focus on how you can set clear, specific, and achievable goals for the year ahead.

The Importance of Setting Performance Goals

Goals matter because they are the vital link between vision, execution, and delivery.

They:

1. Boost Performance:

Challenging, achievable goals can increase employee performance by as much as 90%, turning individual effort into collective success (Locke & Latham, 2002).

2. Drive Motivation and Engagement:

Employees with clear goals are 8.1 times more likely to actively seek ways to improve their work (Betterworks, 2020).

3. Create Alignment:

Well-defined goals link individual and team effort to organisational priorities. This ensures that everyone is pulling in the same direction, creating purpose and commitment.

When you set goals, you create a roadmap for success. Just as you use a map to guide you to your desired destination, mapping your personal and professional development plan with actionable goals will take you from where you are to where you want to be.

As the saying goes, “Start with the end goal in mind.” Decide on what you want your outcome to look like and work your way from the end goal backwards to where you are now in order to map your path.

The Significance of Goal Setting Theory

The foundation of modern goal setting originates from Edwin Locke’s Goal Setting Theory, developed in the late 1960s. His research concluded that:

Specific and Challenging Goals outperform vague or easy ones because they demand focus, effort, and perseverance.

Clarity and Feedback are critical because without a clear target and ongoing input, progress is hard to measure, and motivation will slow down.

For example, compare the vague goal “improve productivity” with the specific goal “reduce project delivery time by 20% in six months.” The latter is measurable, actionable, and motivating, giving clarity on what to focus on.

Why Goal Setting Fails

To set the best performing goals, it’s good to know what not to do. These are the main reasons why goals fail:

Lack of Specificity: Ambiguous goals like 'be better at…,' 'increase sales,' 'reduce expenses,' or 'improve engagement' leave too much room for interpretation. Without clear direction, it becomes difficult to measure progress or determine success.

Unrealistic Expectations: Overly ambitious goals such as, “Double team productivity within a month." can overwhelm rather than inspire, leading to frustration and low morale. Instead, aim for "Increase productivity by 15% in three months with workflow improvements."

Neglecting Feedback and Adaptation: Goals require regular checkpoints. Failing to review or adjust them in response to changing circumstances will lead to misalignment. For example, setting a goal to "launch a product by year-end" without revisiting timelines after supply chain delays can cause missed deadlines and unnecessary stress. Regularly reviewing progress and adapting timelines or scope ensures goals remain realistic and aligned with current realities.

Overlooking Incremental Progress: Focusing only on the end result, without celebrating small wins, will reduce motivation and can lead to burnout. For example, if a team’s goal is to "increase annual revenue by 20%," failing to acknowledge quarterly gains can make the target feel unattainable. Recognising milestones, such as a 5% increase in the first quarter, boosts morale and keeps the team motivated towards achieving the larger goal.

Setting Too Many Goals at Once: Spreading your attention and resources too thinly will result in unclear prioritisation and your goal will be more likely to fall short. For example, a manager who aims to "launch three new products, reduce costs by 30%, and expand into two new markets all within six months" risks overwhelming the team and diluting focus. A better approach is to prioritise one or two high-impact goals, such as "launch one new product and reduce costs by 15% within six months," to ensure achievable progress and success.

How to Succeed with Goal Setting

To make the best use of goal setting, follow these steps:

Define exactly what you want to achieve and ensure it stretches you and your team.

Example: Instead of saying, “Increase customer engagement,” aim for, “Achieve a 20% increase in customer retention over six months through personalised service and a loyalty programme.”

2. Make It Achievable and Measurable:

Establish clear metrics that are challenging yet realistic. Tracking progress objectively keeps you and your team motivated without setting goals so ambitious that they become discouraging.

Example: “Increase team productivity by completing 90% of project deliverables on time over the next quarter, using weekly progress reports to track milestones and address bottlenecks promptly.”

This example includes:

- Achievability: A realistic target (90%) that stretches the team without overwhelming them.

- Clear metrics: A measurable outcome (90% of project deliverables on time).

- A timeframe: A defined period (over the next quarter).

- A tracking mechanism: Weekly progress reports to monitor milestones and resolve issues early.

3. Align with Values:

Set goals that align with your organisation’s values.

Example: “Develop a leadership pipeline by creating a formal mentoring programme, matching 50 high-potential employees with senior leaders by Q3.”

This example aligns with values because it connects directly to the organisational commitment to developing talent, leadership growth, and investing in people, which are common core values for many companies.

4. Split Goals into Business Objectives and Development Goals:

Business objectives focus on the organisation’s measurable outcomes, such as increasing revenue, reducing costs or improving efficiency.

Example: "Achieve a 15% increase in quarterly revenue by expanding into two new geographic markets and launching targeted marketing campaigns by the third quarter."

Or: "Increase employee engagement scores by 15% in the annual survey by implementing professional development opportunities within the next 12 months."

Personal development goals encourage practising the how of skills in real-life situations.

Example: Instead of aiming to "learn public speaking," a better goal will be to "deliver 3 presentations to X,Y,Z audiences within 6 months, incorporating storytelling techniques to connect with listeners."

Or: Rather than setting a general goal like, “Improve team performance,” set the specific goal to "Enhance team performance by facilitating weekly collaborative planning sessions that incorporate active listening and structured feedback, leading to a 15% increase in project efficiency over the next quarter."

5. Break It Down:

Divide larger goals into smaller, actionable steps.

Example: If your or your team’s goal is to “launch a new product by year-end,” break it into milestones like “complete market research by March” and “finalise design by June.”

This example works because it:

- Simplifies Focus: Smaller steps clarify immediate priorities.

- Boosts Motivation: Milestones build confidence and progress.

- Enables Flexibility: Adjustments are easier with smaller steps.

6. Stay Accountable and Adaptable:

Regularly review progress, preferably through weekly check-ins, to ensure momentum, accountability, and adaptability. For example if you have a goal to "achieve a 90% customer satisfaction score by year-end," weekly updates on customer feedback can identify trends, address recurring issues, and implement fixes en route to maintain momentum in reaching the target.

This works because it:

- Keeps the End Goal Top of Mind: It drives consistent progress.

- Reinforces Responsibility: Regular reviews ensure team members stay committed to their priorities and tasks.

- Encourages Flexibility: Frequent updates allow for addressing challenges or changing priorities.

What Goal Setting Means for You, Your Team, and Organisation

When done properly, goal setting transforms resources and future potential into reality. Here is what it results in:

For You as a Leader:

Clarifies your priorities.

Directs your energy on what matters most.

Strengthens trust by demonstrating a commitment to growth and success.

For Your Team:

Creates shared purpose as everyone understands their role in the bigger picture.

Builds confidence in achieving individual goals which strengthens your team’s abilities.

Increases communication as goals provide a framework for open dialogue and feedback.

For Your Organisation:

Aligns individual and team effort with strategic business priorities.

Allocates resources on measurable deliverables and results.

Promotes a culture of accountability and excellence, reinforcing long-term success.

Final Thoughts

Goal setting isn’t only about achieving outcomes; it’s about who you and your team become in the process. By setting clear goals, you:

Train your mind to focus on key priorities.

Build resilience in overcoming obstacles by knowing what your overall outcome looks like.

Gain confidence from each success, creating an ongoing cycle of learning, growth, and achievement.

Your Call to Action

Imagine boosting performance by 90% - start with the end goal in mind and decide on: "What will help you and your team reach your aspirations?" The setting of specific and achievable goals enables you to think big, act decisively, and create meaningful change.

Take a moment to step back and reflect: "What do you want to achieve this year in your career, personal development, and business objectives?" Write those goals down and make them specific, challenging, and measurable. Align them with your organisation’s values and vision and break them into actionable steps that feel manageable.

Remember to distinguish between business objectives that drive organisational success and personal development goals that enhance your skills and career growth. Support your team by helping them set their own clear and specific goals, ensuring alignment with your company’s key priorities and values.

Finally, commit to regular reviews - weekly check-ins with your manager and team for you to stay accountable, adapt when needed, and celebrate the progress you’re making.

The future you want starts with the goals you set today. What will you aim for this year?

References

Betterworks. (2020). State of Continuous Performance Management.

Locke, E. A., & Latham, G. P. (2002). Building a Practically Useful Theory of Goal Setting and Task Motivation: A 35-Year Odyssey. American Psychologist, 57(9), 705–717.

For more information about our goal setting frameworks and our OwnMentor AI tools to set SMARTER goals, please contact us at www.nolimitspartners.com