Organizational Leadership: Moving the Goalposts

Posted by Matthew Thomas

(or, Re-expecting After the Fact)

Countless times we have probably seen it: a person or organization declares intent and expectations, actually receives results far and wide of the mark, and promptly sets to the task of justifying the results they actually got against the expectations they had.

  • Sometimes (although more often than we care to admit), this justification takes the form of blame or excuses: “he didn’t do…” or “I wasn’t given the…”
  • Sometimes, the results received were actually equally or more valuable than the expected results.

Nevertheless, a lot of times this re-definition happens because we desperately want not to fail, and not to have failed.

However, this prevents us from learning some key things from the experience:

  • Perhaps our expectations were out of whack to begin with.
  • Perhaps we misjudged the appeal / marketability / buy-in of our product or service.
  • Perhaps we measured the wrong things.

For growth to happen, we have to be intentional when we move the goalposts on ourselves like this: sometimes it may be appropriate, but we have to make sure we are clear that we are doing it – otherwise we will find ourselves stuck and unable to figure out why.

Design Group International has consultants available to help your organization get un-stuck, define and measure good goals. Click on the link below to get the conversation started.

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Topics: Matthew Thomas, Design Group International, Organizational Leadership, Goal-Setting, success

Organizational Leadership: Setting Expectations when Innovating

Posted by Matthew Thomas

It’s often hard to know what to expect when you are trying something new. Particularly when a group is planning something new or innovative – or even just something the group has never tried before – it can be hard to know what you can reasonably hope to achieve in the first attempt.

Nevertheless, it is important to have some goal in mind. Here are some ways of doing that:

  • Provide ways of differentiating dream goals from real expectations.
  • Determine measurements you may want to take along the way that could provide you with after-the-fact analytical information.
  • Define what actions you intend to take (and measure whether you do or not).
  • Define responsibility clearly.

If you do these things, you will provide yourself with reasonable expectations. Once you actually see the results, you can measure whether the efforts and costs were worth the results you got. Moreover, you will gain new insight as to what your expectations can be next time around.

Design Group International has consultants available to coach you and your group through healthy goal-setting processes. Click the link below to begin the conversation as to how we might work together!

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Topics: Matthew Thomas, Design Group International, Organizational Leadership, Goal-Setting, success