Too many leaders set vague goals like “improve customer retention,” leaving their teams unsure of how well they’re doing or even exactly what they’re working toward. FranklinCovey has developed a simple but powerful formula to identify where you are today, where you want to go, and the deadline for reaching that goal.
This simple formula, from FranklinCovey’s 4 Disciplines of Execution®, provides a powerful way to identify “where you are today, where you want to go, and the deadline for reaching that goal.”
By using this formula to talk about goals in more specific and measurable ways, it makes them easier to understand and communicate.
Here’s how to do it.
1. Choose one critical team goal
Focus on less in order to accomplish more.
Start by identifying one important goal. This doesn’t mean your other goals aren’t important; you and your team are going to give special treatment to one that is more important than the others.
By narrowing the focus on one key goal, you’ll find that your team will accomplish it. When it comes to goal setting, the law of diminishing returns is as real as the law of gravity. If you have four to ten goals, we have found you’ll only achieve one or two.
Teams lose focus when they have too many priorities.
2. Restate the goal as “From X to Y by When.”
Defining a starting line, a finish line, and a deadline.
Every goal at every level must contain a clearly measurable result, as well as the date by which that result must be achieved.
If you find that the goal you picked doesn’t easily fit into this structure (perhaps because it’s a goal to explore something unknown), at least consider adding any relevant, specific details and a “by When” to make the goal time-bound.
3. Seek input from your team on the refined goal.
The difference in performance between a team that simply understands their goals and a team that knows the measurements is remarkable.
Depending on your situation, you might present your From X to Y by When goal statement to your team for feedback or draft the goal statement together. Regardless, getting your team’s input is important for buy-in and to ensure you’re setting a challenging but achievable goal that is measurable.
4. Use the new language when talking about the goal.
Great teams operate with a high level of accountability.
Without accountability, team members will go off in all directions with everyone doing what they think is most important. By identifying how the goal will be reached, you and your team will ensure it’s successful.
You and your team will need to do more to plan how you’ll reach the goal.