Participatory Goal Setting
As an experienced leader, you probably have a lot of practice setting goals for yourself. You might even be really good at assigning goals for those who you lead. Or maybe you tasked them to set goals for themselves. However, research in Industrial/Organizational Psychology has shown that a blended approach is most effective — and here’s why.
Participatory goal setting involves a conversation between the leader and the led to come up with goals together. It has been shown to be related to higher goal commitment and goal attainment. As well, participatory goal setting results in the creation of loftier (but attainable) goals.
By allowing subordinates to participate in the process, you are in a way training them in goal setting processes. You are also strengthening the relationship and gaining insight into their experiences. Many times, these conversations will also result in better strategy development to attain the goal — similar to an Individual Development Plan (IDP).
Many leaders are hesitant to allow those who they lead to create their goals. However, including individuals in the goal setting process helps them to see the bigger picture of the organization and how their goals impact the bottom line. It also helps to build trust and engagement — both things we want on our teams. If you haven’t considered including your subordinates or athletes in the creation of the goals for your organization/team, give it a try in this new year.
