Are You a Leader or Supporter When it Comes to Setting Goals?

June 1, 2017

 

Leaders set goals based on vision, those goals are typically outside of their comfort zone, something they've never done before, and almost unrealistic or attainable. The excitment of BIG HAIRY AUDACIOUS GOALS is what keeps them motivated and they thrive on being the one to figure out the path to accomplishing it. Usually these individuals are CEOs or self employed entrepreneurs like realtors, lawyers, and even people in sales.

 

If you set goals like a leader know that it's okay to set the bar high and push your limits but beware of taking on too much or being unrealistic in the amount of time these types of goals will take to accomplish. Leaders are often overly optimistic about timelines and can sometimes fail to set smaller milestones along the way. You tend to focus so much on the big picture that the details can get ignored or forgotten. To keep yourself on track set 3-4 milestones that will get you to your goals and weekly reminders about "the little things" that will add up over time.

 

Supporters set goals based on previous results and what's realistic for them. They like to be able to wrap their heads around what's doable. Supporters succeed when they have detailed plans and constant feedback so they know that they've done everything they need to stay on track for reaching their goal. These types of goal setters are typically managers and employees that like consistency and knowing exactly what they need to get done in a day/week to be successful.

 

If you set goals like a supporter you may be setting the bar to low or get easily discouraged when you make a mistake. This could lead you to give up unnecessarily or beat yourself up over "the little things". You may tend to focus so much on the tasks at hand that you lose sight of the big picture. To help keep you motivated, post pictures of your end goal or reminders of where you will be once all of those tasks have been checked off. Supporters often find the most success when they work with a coach, mentor, or have a detailed plan they can rely on.

 

This is why employees do extremely well when they work with coaches and executives feel that investing in coaches for their employees is a waste of time. Though it may be hard for executives to understand, managers and employees become most successful when they have clear direction and constant feedback.

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