Result-Oriented Goal Setting

This might be counterintuitive, but... My business grew exponentially the day I stopped dreaming big. I remember working nonstop, following my “big dream” of success. Because just like you, even I’ve heard it a million times: “Dream big, and the world is yours.” “Follow your dreams, and success will find you.” But here’s the truth: Big dreams, without clear goals, fade into thin air. Sure, it’s inspiring to imagine the future— -> Building a million-dollar business -> Become the best leader Have the most amazing team But the real results come from- >>Actionable, time-bound objectives —especially when you set them early. So, the ideal time for you to set 1-3 years goal as an entrepreneur is - In September to have 4 months to plan, execute, test, modify, and reiterate from the new year itself. Here’s how I set goals for me and my client’s business to grow revenue by 20-50% Annually: ✅ Start with ‘‘What, Why, and How’ What: Identify 1-2 outcomes that matter most- ~ Example: Increase profit margins by 10%. Why: Know why it’s crucial. ~ Example: “To fund team expansion and reduce my workload.” How: Map steps to achieve it. ~ Example: Automate tasks, cut expenses, focus on high-ROI clients. ✅ Align Goals Across Your Team Your team’s goals should sync with the company’s vision. ~ Example: If your target is to grow revenue by $500K, your sales team’s goal might be to close 50% more deals, while operations focuses on streamlining delivery. In my team, my key leader’s goals are aligned with mine. ✅ Break Goals into Quarters Q1: Kickstart execution. Focus on one big move (e.g., hiring, system optimization). Q2-Q3: Monitor progress. Ask: What’s working? What’s not? Adjust before it derails. Q4: Focus on results. This is the sprin Close strong by doubling down on what’s delivering the best ROI. Most of the entrepreneurs I work with, still tend to set goals in the wrong way. So, I ensure to keep their goals on track by: Avoiding vague goals. Instead of “grow the business,” I help them set measurable targets like “add $500K in new revenue.” Peeling off the layers and making them rethink whether the goal is inspiring enough. Simplifying team priorities. Stick to 2-3 clear objectives per department. And if you didn’t set your goal back in September and now feel overwhelmed by the amount of planning left to do with limited time. I get it, balancing current demands while trying to carve out time for forward planning is stressful. Start with this: Focus on your top 3 goals that will have the biggest impact—cutting costs, hiring key roles, or improving customer retention. Take action today. Momentum builds progress. The best time to plan for 2025 was in September. The second-best time? Right now. If you want help mapping your goals to become 35% more profitable in 2025, you can send me a DM.

Tuesday Tip: Setting Measurable OKRs for Impactful Results. Are your Objectives & Key Results (OKRs) clearly defined and measurable? Without measurable Key Results, it's hard to track progress or drive real change. Here’s how to make them work for you with three examples: 1. Customer Satisfaction Improvement Objective: Improve customer satisfaction to enhance retention. Key Results: -> Increase Net Promoter Score (NPS) score from 50 to 70 by Q2. -> Reduce customer support response time from 24 hours to 8 hours. -> Achieve a 90% satisfaction rate on customer service surveys. Why It Works: These are clear, quantifiable results that track tangible improvements in customer experience. 2. Client Communication Effectiveness Objective: Improve client communication to strengthen client relationships. Key Results: -> Implement a client communication training program for 75% of client-facing staff. -> Achieve a 25% increase in positive feedback from clients within 3 months. -> Achieve an average of 80% + scores on Yoodli AI Communication Coach after the first month of practice on role play responses through 10 minute daily warmups in client communication protocols. Why It Works: These results are directly tied to enhancing client satisfaction, improving team efficiency and building self-confidence. 3. Sales Growth Objective: Drive revenue growth through new sales channels. Key Results: -> Increase new customer sign-ups by 20% month-over-month. -> Launch 2 new sales channels by the end of the quarter. -> Achieve $500k in new sales from these channels by the end of the quarter. Why It Works: These key results clearly tie to revenue, ensuring that actions are aligned with the ultimate goal of growth. Pro Tip: When setting OKRs, remember to focus on outcomes, not tasks. Your key results should be specific, measurable, and tied to real impact. If it’s hard to measure, it’s time to refine. Are your OKRs measurable enough to make a difference? Do OKRs work for you? Your thoughts? (Picture of inter-office Ping Pong Team's OKRs by ChatGPT - what you measure, you get!) #TuesdayTip #OKRs #GoalSetting #SmartsWithHeart #Leadership

Goal-setting can make or break performance. ☑ What it is ↳ The relationship between goal difficulty and performance shows how the level of challenge impacts effort and achievement ↳ Moderately difficult, clear, and attainable “stretch goals” drive the best results. Easy goals? People don’t try. Impossible goals? People burn out, disengage, or cut corners. ☑ **Why it matters for managers** 1. Drives motivation and focus   ↳ Well-calibrated goals direct limited attention to what matters most. 2. Encourages innovation   ↳ Challenging goals prompt employees to devise innovative solutions. 3. Improves strategic alignment   ↳ Properly set goals connect daily actions to big-picture strategy. 4. Avoids negative consequences   ↳ Unrealistic goals risk burnout, frustration, or unethical behaviour. 5. Maximises Return-on-Management (ROM)   ↳ The right level of difficulty ensures managers achieve more with the same time and attention. ☑ How to set the “right” level of goal difficulty ↳ Review past performance: Set goals slightly above historical averages to push improvement. ↳ Check resource availability: Ambition without resources leads to failure. ↳ Involve employees: Co-creating goals increases buy-in and accuracy. ↳ Monitor early progress: Adjust if performance trends show goals are too easy or demotivating. If you want peak performance, set clear, challenging, but attainable stretch goals—not “too easy” or “too hard” ones. P.S. If you like content like this, please follow me.

If you’re setting goals the way most people do, you’re already behind: Here are 7 Steps to Set Goals That Actually Drive Results: 1️⃣ Start With Your "Why," Not Your "What" ↳ Goals without purpose lack staying power.   ✅ Write down how achieving this goal aligns with your core values. 2️⃣ Apply the 70% Rule ↳ The ideal goal should feel 70% achievable, 30% challenging.   ✅ If confidence exceeds 90%, aim higher. Below 60%? Break it down further. 3️⃣ Create Systems, Not Just Targets ↳ Goals tell you where to go—systems get you there.   ✅ Define the daily/weekly actions that make success inevitable. 4️⃣ Build in Measurement Triggers ↳ What gets measured gets improved.   ✅ Establish clear checkpoints with specific metrics every 2 weeks. 5️⃣ Anticipate Obstacles in Advance ↳ Preparation eliminates excuses.   ✅ List 3 potential roadblocks and pre-determine your response to each. 6️⃣ Connect Goals to Identity ↳ The strongest motivator isn't achievement—it's becoming who you want to be.   ✅ Frame goals as identity statements: "I am someone who..." rather than "I want to..." 7️⃣ Share Selectively for Accountability ↳ Public accountability works—but only with the right people.   ✅ Choose 1-2 people who will hold you to a higher standard, not just offer comfort. 📌 PS... The quality of your goals determines the quality of your results. Most people aim for what's comfortable—exceptional leaders aim for what's meaningful. ♻️ Share this framework with a colleague who's ready to set goals that actually translate to impact! 🚀 Join 72,000+ leaders reading my daily science-backed tips on leading high-performing teams using mindset, habits and systems. No vague goal-setting advice. Just proven frameworks that create real-world results. ➡️ Follow me for more Harry Karydes

Every CEO has goals - but not every CEO achieves them. The truth is, most leaders fall into the trap of chasing numbers instead of driving meaningful impact. -CEOs with clear, aligned goals are 42% more likely to achieve success (MIT Sloan). -Companies using OKRs (Objectives and Key Results) grow 30% faster than those without (Google Research). -Leaders who pursue BHAGs (Big Hairy Audacious Goals) see 10x growth over 10 years (Jim Collins). The difference? It’s all in how you set and execute your goals. 1. Set SMARTER Goals - Not Just SMART SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound) are essential. But the best CEOs take it further with E for Evaluated and R for Readjusted. Brian Chesky, CEO of Airbnb, set a SMARTER goal to rebuild trust after public backlash over safety issues. The company implemented rigorous safety measures and transparency initiatives, regaining public confidence.  Evaluate your goals every quarter. Are they still aligned with your company’s vision? Adjust as needed. 2. Align with OKRs — Like Google and LinkedIn Do OKRs are how Google scaled from a startup to a $1.8T giant. Every objective has clear, measurable key results. Example Objective: Improve customer satisfaction. KR1: Reduce customer support response time by 30%. KR2: Achieve a Net Promoter Score (NPS) of 80+. Bring your leadership team into goal-setting conversations. When alignment is co-created, execution follows. 3. Think Big with BHAGs — The Elon Musk Approach A Big Hairy Audacious Goal (BHAG) is meant to stretch your limits. Elon Musk’s BHAG? “Make life multi-planetary.” Sounds crazy - but SpaceX now leads the commercial space race. Ask yourself: What would we attempt if we knew we couldn’t fail? What impossible goal, if achieved, would transform our industry? 4. Use V2MOM for Continuous Alignment Marc Benioff, CEO of Salesforce, credits the company’s success to its V2MOM framework (Vision, Values, Methods, Obstacles, Measures). It ensures: Clear direction for every level of the company. Proactive problem-solving. Consistent tracking of progress. Try using V2MOM for your next major initiative. It forces clarity — and clarity drives execution. The best CEOs use goals as a strategic weapon - aligning teams, stretching boundaries, and creating long-term impact. What’s your biggest leadership goal right now? Let’s chat. #Leadership #CEOGoals #GoalSetting #ExecutiveLeadership #BHAG #OKRs #StrategyExecution #BusinessGrowth