There is a relationship between how hard a goal is to achieve and how motivated we are to achieve it. If it’s too easy, we are barely engaged and may miss it through neglect. Even if we make the goal, it won’t be our best work. If it’s too hard, we give up in despair and may think less of the person who set the goal. Or, we may get frozen in anxiety and turn in a lackluster performance, which is discouraging. If that weren’t enough, finding the motivation zone varies from person to person and from moment to moment.
It sometimes seems that making a goal achievable is itself unachievable.
Which is why it’s so lucky that you can just ask. Oh sure – you can lock yourself up in your office and slave over your keyboard looking the the magic wording, the right balance between stretch goal and boredom, then present your perfect goal to your employee, team, partner, colleague.
Or, you can ask:
“How should we set the goal so it triggers your best performance?”
That’s it. Simple, easier than slaving alone in your office, engaging, fun. Remember: if you’re working harder than they are, stop it!
Don’t forget to set a follow-up date so you can stay in touch and make corrections as needed.