Proactive Goal Setting Techniques

As I consult with clients across industries, I see people working hard. But I also see wasted effort. The waste occurs because team members did not have a clear end-state. Instead, they create a lot of action through goal setting. The caution is that action does not equal progress. To help you, here is the outcome-driven technique I use with my team and clients. When executed well, it can improve performance immediately.   1. Start with the end in mind and describe what it looks like. Goal setting is valuable. It measures action well–but it assumes that if X happens, Y will occur. For example, if you take a project management class, then you will be a better project manager. You can see how this plays out. The person enrolls in and takes the project management course, and then checks the box. Goal completed. But why take the course? What if the intent was this instead: “By the end of June, I need you to be leading x kind of project without me needing to be involved in its daily operations”? This helps better establish what success would look like for the individual. This approach defines the end state and the why we are seeking in their development. In doing so, it changes the conversation from “attend a course” (where it assumes I know the solution) to “how do we help you achieve that?” (which engages the person to define potential solutions). 2. After the end is established, discuss options to achieve it. This step is a key difference from most performance reviews, because instead of the leader defining the action (if…then…), it places accountability on the individual to think about what and where they need development to “get there.” Is it a course? Is it shadowing another person? Is it a confidence challenge? By approaching this through establishing what the end state looks like, the review shifts into a coaching discussion where root causes and options are defined and refined, creating a better plan to pursue. 3. Establish goals to measure progress toward the end state. This is when goals become useful. They establish points along the way to check progress toward the agreed-upon outcome. If a goal is met, then we should reflect to see if it helped move toward the end state. If it did not, then an additional action or goal may be needed. In the example above, if the person did complete the project management course, but they are not ready to lead the project without your involvement, then why? Did the course not address their development need? Is there still something else needed to get them ready to lead? The shift from goal-leading to outcome-driven performance development is profound. It is not easy or fast on the front-end. It requires more conversation and coaching. But in the long run, by engaging the team members in their development, the quality and value of their performance will improve substantially. #leadfortomorrow #outcomes

Whiteboard Wednesday is back after a month of highlighting a customer story every day. Today I want to talk about goal setting and a counterintuitive technique that's helped us achieve outcomes here at FERMÀT that we once thought was impossible. Traditional goal setting fails because it relies on historical trends. Most teams look at their improvement rate from last quarter, then aim to do slightly better—essentially saying "if I was here before and I'm here now, I'll try to get a bit further next quarter." Instead, I challenge my team with this powerful alternative approach: 1. Define the maximum possible Ban historical data from goal-setting discussions. Instead, ask: "What's the theoretical ceiling for this metric given the physics and truths of our business?" 2. Quantify the reality gap Once you've established your theoretical ceiling, examine your current position. This gap reveals exactly what must change to achieve breakthrough results. 3. Challenge core assumptions This forces a crucial conversation: "What's the difference between our business fundamentals and historical outcomes that makes this goal seem unattainable?" When you work backward from theoretical maximums rather than forward from historical trends, you discover entirely new actions required to achieve extraordinary results. This approach works across any business type—whether you're increasing product development velocity or scaling creative testing. The principle remains: determine what's maximally possible given your business fundamentals, then work backward to identify the necessary transformations. What assumptions about your business trajectory could you challenge using this method?

𝗪𝗵𝗮𝘁 𝗶𝗳 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝘆𝗼𝘂’𝘃𝗲 𝗯𝗲𝗲𝗻 𝘁𝗼𝗹𝗱 𝗮𝗯𝗼𝘂𝘁 𝗴𝗼𝗮𝗹-𝘀𝗲𝘁𝘁𝗶𝗻𝗴 𝗶𝘀 𝘄𝗿𝗼𝗻𝗴? As I thought about the goals I actually reached over the past year (I didn't hit them all), I realised most of them weren’t about hitting a specific outcome. They were grounded in regular, consistent practice — a system! Traditional goal-setting tells us that a goal needs to have an endpoint. It 𝘴𝘩𝘰𝘶𝘭𝘥 be measurable, specific, and time-bound. But honestly? That approach can often lead to targets that feel arbitrary or disconnected from what really matters. For example, I could have said, "I want X new clients by June". But that number would’ve been plucked out of thin air and lacked meaning for me. Instead, I focused on showing up consistently, refining what I was doing, and building relationships. Here’s why I’m taking a system-focused approach to 2025 — and why it might work for you too: 1️⃣ Focus on inputs, not outputs. Instead of stressing about the result, concentrate on the actions that will get you there. For example, instead of "I want to read 20 books in 2025", try "I’ll read for 15 minutes before bed every night". Small, consistent inputs lead to big results. 2️⃣ Celebrate progress over perfection. Outcome-based goals are all-or-nothing — you either achieve them or you don’t. But with systems, you can celebrate the small wins along the way. Progress feels good, and it keeps you going. 3️⃣ Keep moving forward. What happens after you hit your goal? Often, progress stalls. But with a system, there’s no finish line. You just keep improving, one step at a time and you can adapt to new opportunities or challenges with ease. Here’s an example: 💡 Outcome-focused goal: "I want to be promoted to a Manager role by July 2025". 💡 System-focused goal: "I’ll complete one Learna topic on leadership, feedback, or coaching every Friday and put it into action during team WIPs.” The second approach builds a habit, not just a result. As James Clear said in Atomic Habits: "You do not rise to the level of your goals. You fall to the level of your systems". So, instead of setting rigid goals for 2025, think about the systems you can create to help you grow. It’s not about being perfect — it’s about showing up, staying consistent, and making progress. What systems are you thinking about for the year ahead? #GoalSetting #SystemsOverGoals #CareerDevelopment #NewYearGoals

Why do 95% of entrepreneurs struggle with accountability? Because they think setting a goal is enough to achieve it. No goal is achieved without ongoing effort and a feedback loop. No entrepreneur gets excited about the idea of chasing a goal indefinitely without milestones. Restructure your approach to goals as “accountability sprints” to help you stay on track and achieve more. You create urgency and build commitment by starting with a defined sprint timeline. So, here’s the formula: 𝙋𝙧𝙤𝙖𝙘𝙩𝙞𝙫𝙚 𝙋𝙡𝙖𝙣𝙣𝙞𝙣𝙜 𝙭 𝘼𝙘𝙘𝙤𝙪𝙣𝙩𝙖𝙗𝙞𝙡𝙞𝙩𝙮 𝙎𝙥𝙧𝙞𝙣𝙩𝙨 My pro-tip? Think in 2-week or 1-month sprints. Make sure you can allot 1.5 hours a day to the goal. By focusing on accountability, you concentrate on effective steps, not just the end goal. So, when planning your approach, here’s (generally) the form it should take: • 𝗚𝗼𝗮𝗹: What are you aiming to achieve? • 𝗔𝗰𝘁𝗶𝗼𝗻𝘀: What steps will you take? • 𝗧𝗶𝗺𝗲𝗹𝗶𝗻𝗲: 2 weeks to 1 month • 𝗖𝗵𝗲𝗰𝗸-𝗶𝗻𝘀: Regular accountability sessions • 𝗢𝗳𝗳𝗲𝗿: a reward for meeting milestones Here's an example: Instead of “Increase revenue,” aim for this: • 𝗚𝗼𝗮𝗹: “Boost revenue by 10% in the next month.” • 𝗔𝗰𝘁𝗶𝗼𝗻𝘀: Execute focused marketing campaigns and enhance your sales process, broken down into manageable 1.5-hour tasks to tackle each weekday. • 𝗧𝗶𝗺𝗲𝗹𝗶𝗻𝗲: 1-month sprint broken down into weekly milestones. • 𝗖𝗵𝗲𝗰𝗸-𝗶𝗻𝘀: Hold weekly reviews to monitor progress. • 𝗥𝗲𝘄𝗮𝗿𝗱: a personal treat for hitting the target 📌 Use time constraints to leverage the best strategies for achieving the goals By embracing accountability and structured planning, you set yourself up for success. Now go find an accountability buddy who will hold you to it! 👉DM if you'd like to receive my checklist on selecting the ideal accountability partner and how to conduct effective accountability reviews. --- Enjoyed this? Follow me Tanya Alvarez Or share it with a friend ♻️,