3 Goal Setting Methodologies Used by Interim Management
Over 2500 years ago, Confucius said, “When it is obvious that the goals cannot be reached, don’t adjust the goals, adjust the action steps.” Good managers do just that.
Some areas of managing a business are like working in science – especially when it comes to goal setting. If you follow tried-and-tested methodologies, you can replicate the success and results others before have achieved. Interim management employs some of these practices to get foolproof results.
Interim management practices: OKR methodology
The OKR methodology (Objectives and Key Results) focuses on results. Instead of centering around tasks to meet goals, this practice is driven by the outcome. After setting results the organization wishes to achieve – for example, gaining a 100 new customers – they will measure key results against that metric to find out how much progress they have made towards the goal(s).
This methodology has been widely adopted by both large and small companies including tech giants like Google, LinkedIn, and Twitter.
Interim management practices: SMART goals
SMART goals are:
Managers that set SMART goals are creating clear expectations of the organization’s objectives and providing metrics to measure progress. It also helps bring structure to the team and ensures the organization is working towards realistic goals that are achievable.
Interim management practices: Locke’s Goal Setting Theory of Motivation
Edwin Locke hypothesized his now famous goal setting theory of motivation in the 1960s. More than half a century later, it still applies. He believed that goals were linked to an employee’s performance based on the level of complication of his goals and the support/feedback he or she receives relevant to it. Goals provide motivation to employees, and the more challenging the goal, the greater the motivation.