How can we tell the difference between a challenging goal and an unrealistic one?
Ask the Expert with Ashleigh Myerscough — Episode 28
Ashleigh Myerscough, Senior Performance Coach at 7Geese answers your questions about human resources and people management during the pandemic.
Q: How can we tell the difference between a challenging goal and an unrealistic one?
AM: For us here at 7Geese, it always starts with looking at the resources available to us. We always set our goals and then we decide, based on four different factors, whether it’s challenging and we can stretch for it, or if it’s unrealistic.
Here’s what I mean when I say resources:
- The time that we have
- The team members that are available to work towards that goal
- The capacity and capability of those team members
- And then, of course, the financial needs or budgeting required
If we can achieve that goal with some additional innovative ideas, with the existing constraints and resources, then we would consider that a challenging goal. If the budget’s just not there, or we don’t have the headcount to reach that objective, or if we don’t have the capability in-house to achieve that goal, then we would classify it as unrealistic.
Goal setting with your known constraints and resources
When you’re setting a goal, take a step back and look at the resources that you have available to help you achieve it. Think of your team members, their capability, and their capacity to work on it. What resources do they have available to them? What internal and external constraints might they face while trying to succeed at reaching this goal?
That will help you determine if it’s a challenging goal, where we need to be a little innovative with the efforts we’re putting forward, or if it’s unrealistic — and even with unprecedented levels of new resources, we still wouldn’t be able to achieve it. That’s a great way to tell the difference between a challenging goal and an unrealistic one.
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