Your Guide for Setting Goals That Inspire and Deliver Results

Have you ever sat down in a company strategy and thought “ why am I here?”

Could it be that the leadership team forgot who the presentation is for or why they are doing it???

And does your company still run a yearly employee appraisal process?

Done well, strategy communications and employee appraisals build accountability, collaboration, and alignment with both organisational priorities and individual aspirations.? Done poorly- it can be really difficult for your team to relate and feel motivated by the company mission.?

And for you as a leader, thinking about how to link staff contribution to the company goals is yet another plate to spin.? So it’s important to understand how to do it right AND what else you can do throughout the year to avoid feeling like companies strategy presentations and appraisals are not bringing value.?

Noemi Moreno Fabelo , Head of Data Strategy & Architecture at Cambridge University Press & Assessment has an interesting take on the topic:?

“As someone who has spent years leading data strategy and fostering high-performing teams, I truly appreciate the emphasis on purpose-driven goal setting.

In my experience, connecting individual contributions to the broader company mission is what transforms technical execution into meaningful impact. Whether aligning?data projects with strategic business goals or mentoring teams to take ownership of their objectives, I’ve seen first hand how clarity and alignment drive both motivation and results. Providing a sense of belonging and purpose at an individual level, and a collective acknowledgement of being able to influence company direction.?“

Here’s how to master this leadership skill.

1. Start with the “Why” to Create Purpose ??

Purpose drives motivation. When setting goals, help your team connect their work to the bigger picture.

• Link to Vision: Show how their efforts contribute to the company’s mission. For example, I like to walk people through strategy presentations and take the slides that matter to my team, then digest and share what I think it means to our department. I ask their perspective and input, so that together we shape the team goals and they can then shape what it means at their individual level.?
• Tap into Aspirations: Understand what motivates each individual in your team and align goals accordingly. Read my article on Motivations to understand how to identify your team members’ unique motivations, so you can then shape together their personal goals in the most motivating way.?
• Use Storytelling: Share relatable examples to bring the company purpose to life. Have you got opportunities to share client stories and how your team impacted them? In the healthcare space, talking about a patient’s journey, or a client’s outcome to create a new device reminds me and my team of why we love to work for our organisation.

2. Define SMART Goals ??

Specific and structured goals are the foundation of success.

• Be Specific: Replace vague goals with actionable ones.?
• Measure Progress: Use quantifiable milestones to track achievements.
• Time-Bound Targets: Create deadlines to maintain focus and urgency.

For example “Meet more clients” could change to ”Work with the Sales team to join client meetings as an SME, helping you better understand client needs. Attend five meetings by the end of Q1 and share learnings in monthly team meetings”.?

I personally resist making goals about learning and development. This is a separate topic that you need to make time for.???

3. Foster Two-Way Communication ??

Collaborative goal setting creates ownership and clarity.

• Ask for Input: Co-create goals with your team to boost engagement. I like to ask my team members to come up with a draft of personal goals before their appraisal meeting with me, and tell me why they chose them and how they will make those happen.
• Clarify Expectations: Ensure deliverables, timelines, and success metrics are well understood. Don’t leave things up to interpretation- writing it up (succinctly!!) in an appraisal document ensures everyone is on the same page.
• Encourage Questions: A transparent dialogue minimises confusion and builds trust. Give time for people to reflect and come back to you after meetings. I ensure I am explicit that I want their feedback by asking if they have any questions or comments.?

4. Set the Stage for Accountability ??

Empower your team to take ownership while supporting them to succeed.

• Regular Check-ins: Use one-on-one meetings or team reviews to track progress and address challenges. I also make a note to review goals and progress offline before I meet, so it’s fresh in my mind and I can ask “meaty” questions that get people to open up about challenges.??
• Provide Resources: Ensure your team has the tools they need to achieve their goals. I don’t hesitate to ask that question specifically, and check in how they are doing. Is this really helping them?
• Celebrate Accountability: Recognise individuals who deliver results and uphold commitments. Make sure this is done in a way that works for them- look up my Motivations article on how to tailor your approach.?

5. Embrace Flexibility While Staying Focused ??

Adaptability ensures relevance in a fast-changing environment.

• Revisit Goals Regularly: Adjust objectives as priorities shift, while keeping the overall purpose intact. I am always mindful that setting goals at the beginning of the year is a starting point and things are not set in stone at business and individual level. Reprioritise accordingly. For example, losing a team member may mean that workload needs to shift and goals should be revised accordingly.
• Be Transparent: Explain changes to maintain alignment and trust. I like to ask “does that makes sense” and give people time to reflect and comment. You may think you’ve been crystal clear, yet many concerns may surface upon reflection of your team.
• Empower Decision-Making: Let team members adjust their approach while focusing on results. I like to ask people if I give them enough autonomy and support. Without their feedback, I could accidentally make them feel micromanaged or abandoned.?

6. Connect Goals to the Bigger Picture ??

Help your team see how their work fits into the company’s overarching strategy.

• Share the Strategy Regularly: Use town halls, Monday morning meetings, or quarterly updates to explain the company’s direction and how departments contribute. If you are the head of a department, make time for presentations on behalf of them, other departments will want to see the face of the team, hear about the team’s strategy and activities. If you are not seen, you won’t be heard, let alone listened to.?
• Onboard with Strategy: Integrate strategy discussions into onboarding to ensure new joiners feel connected from day one. I love presenting what my teams does at when someone new joins. I? get to connect with them and share how my team can support them and how they can support my team in delivering the strategy.?
• Celebrate Contributions: Highlight successes that directly impact strategic goals to motivate and inspire.
• Make it a Narrative: Regularly reference the strategy in communications to remind and align everyone. Don’t assume everyone gets it the first time. Don’t forget new joiners won’t be (yet) familiar with them.

7. Align Personal, Departmental, and Cross-Functional Goals ??

Leadership isn’t about silos, it’s about creating alignment across teams and the organisation.

• Clarify Your Goals: Define your personal, departmental, and company-wide objectives. Ensure they complement each other.?
• Collaborate Across Teams: Understand other departments’ goals to find areas of alignment and mutual support. I always make time to discuss my departmental goals with my peers and ask their feedback and their own goals.?
• Build Unity: Leadership thrives on collaboration. Show loyalty to the leadership team by aligning messaging and decisions. If the leadership team isn’t united, it’s impossible to inspire confidence at any other level.

8. Incorporate Feedback for Continuous Improvement ??

Feedback is a powerful tool for refining goals and expectations.

• Encourage Peer Feedback: Create a culture of constructive feedback to support continuous growth.
• Ask for Input on Goals: Regularly check if objectives remain clear and realistic.
• Adapt Quickly: Use feedback to address gaps and remove obstacles.

Final Thoughts: Leadership is Alignment, Not Authority??

Setting clear goals and expectations isn’t just about hitting targets—it’s about building alignment, purpose, and accountability. Your leadership will thrive when your team will work towards shared objectives with clarity and support.

Start by embedding these practices into your leadership style. Communicate often, collaborate openly, and inspire through purpose and alignment.

Leadership isn’t a solo journey—it’s about fostering collective success.

Ready to Grow as a Leader? ??

I’m passionate about supporting women in leadership to navigate challenges, set impactful goals, and achieve results. Let’s connect—DM me for a discovery call!

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