How to Set Goals for a High Performance Culture

Set Goals for a High Performance Culture so expectations are clear

How You Set Goals for a High Performance Culture Matters
Some leaders think they must set goals for a high performance culture that are impossible (or almost impossible) to reach in order to motivate their teams to provide maximum effort and peak performance.  Other leaders believe success metrics must be set low enough so that people can consistently exceed expectations without setting themselves up to fail.

We believe that both sets of leaders are wrong.

High Performance Goals Must be “Just Right”
To set goals for a high performance culture, they must be “just right.”  Our high performance culture research combined with twenty-plus years of helping clients boost their performance tells us that overly ambitious goals discourage rather than encourage greater effort. Ultra-stretch goals may work for some super-charged salespeople but, in the final analysis, they are counter-productive. The same is true when the bar is set too low.

Impossible to Reach Goals
Here is what happens step-by-step when you regularly set goals that are not achievable.

  • First, when the targets are not reached, excuses are made.
  • Whatever the reason for failure—not enough resources, not enough time, stiff competition—there is a lack of accountability where it belongs…on the shoulders of the leaders who set them, the team that agreed to them (or maybe did not disagree strongly enough) and the team that failed to reach them.
  • Second, consistently missing targets sets up a situation where failure becomes the norm.
  • Either the goals are not thoughtfully chosen or the team does not do what it commits to doing. The result is a low performing team where there is no accountability and failure is not simply accepted…it is expected.

Sandbagged Goals
When goals are set too low, our experience is that performance is almost always “left on the table.”  Sure, some may surpass their targets and exceed expectations, but they rarely perform at their peak.  As stated by Michelangelo: “The greater danger for most of us lies not in setting our aim too high and falling short; but in setting our aim too low, and achieving our mark.”

How can you, instead, build a high performance culture where achievement, not failure, becomes the standard? When you set goals for a high performance culture, you need to be:

1. Clear
Both too high and too fuzzy goals are unattainable. Goals should be crystal clear, very specific and easily measured. Only then can you monitor and track progress…both activities are absolutely critical to holding your team accountable and to adjusting the numbers, as needed, to allow for unforeseen changing conditions.

2. Realistic
Somewhere between overly easy and overly difficult goals are the reasonable, so-called stretch goals that are challenging and inspiring but also, with extra effort, realistically attainable. You want to encourage greater effort from your team by asking them to “stretch” a little further each goal setting period with fair, accurate, and relevant goals that are “just within reach” if people perform at their peak.

3. Choosy
Select goals that, once achieved, will have a real business impact. It is important to choose just a few goals with the highest priority. By focusing workforce efforts on the goals that are most effectively aligned with your strategy, you are setting your team up to succeed.

4. Prepared
Don’t let your targets be missed due to lack of resources. Make sure you have the money, the time, the raw materials and the talent to make your numbers. Objectives can’t be met by will and commitment alone.

The Bottom Line
We know that workplace culture accounts for 40% of the difference between high and low performing companies.  And we believe it is a leader’s job to create the circumstances to consistently get the most out of their people in a way that is consistent with the organization’s core values, behaviors and strategies.

If we push too much (or even too little), we may not meet our goals.  The right balance, a high performance culture, is an environment that stimulates its population to improve their performance. Clearly define and choose goals that will set your team on the performance path to success.

To learn more about the ingredients required to have healthy performance pressure, download Performance Pressure: How Much Should a Leader Push

Comments are closed.

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More