Member-only story
The outcomes are conflict and results.
A Gallup poll stated that less than 50% of employees understand what their goals are at work. Thus, little commitment.
This is unacceptable. You know what is behind this, right? Lazy, undisciplined leaders, who are disengaged and who avoid conflict.
No one wants conflict in their life. Yet conflict is what motivates you and me to change, to accomplish, to develop, and to win.
It is easier to avoid conflict, yet it short-circuits the outcome.
I’m working with a client to understand and help change their culture. His issue is his people’s commitment.
I started by asking him about the goals that his leaders have.
Clarity drives confidence.
So, we explored his goal-setting process, how often his team’s goals changed, and the clarity around these goals.
The client set goals for his leadership. They weren’t structured as SMART goals; thus, they weren’t clear. He said that the goals are modified as often as quarterly, and they don’t review them often.
This was a mess.
Clarity at its purest means — “The quality of being easily understood.”
