Why Are Goals So Hard To Accomplish?

It All Comes down to 2 Essentials C's

By: Danielle Giannone & Danny Tyrrell

In this article, we will explore ways you can ensure your individual and team goals are crystal clear and that all involved are committed to achieving them for greater success.

Did you know that less than 10% of Americans achieve their New Year's resolutions? In fact, researchers estimate that 23% of people who make resolutions quit by the end of the first week, and 43% quit by the end of January.

So why are goals so hard to accomplish?

Based on our combined 30 something years of leading and developing teams worldwide, plus a few (or maybe more than a few) failed or abandoned attempts at eating healthier and exercising more at the start of a new year, we believe it all comes down to two essential C's - Clarity & Commitment.

In this article, we will explore ways you can ensure your individual and team goals are crystal clear and that all involved (starting with you!) are committed to achieving them.

CLARITY

Have you seen those long boat races in Indonesia or Polynesia? The really long rowboat with 15 or so paddlers?

Picture this: you and your team are in on of those long boats. Everyone has a destination in mind but no one discussed it before you launch. You start to row straight while others begin to row to the left…others to the right…and some are even trying to turn the boat around. Everyone is in a rush to get moving, but folks aren't on the same page as to where they are headed, so you end up spinning in circles. We see this type of scenario albeit less dramatic all the time.

When we work with teams, the first thing we ask them is whether they have clear goals. Nearly 10 out of 10 leaders will confidently answer “Yes!” but when we dive into the detail with them, a shocking number realize that many of their goals are left up to interpretation. In fact, only roughly 20% or less of the teams we work with (1 in 5) come to us with clear goals.

And by “clear goals” we mean they are specific, with no vague jargon or debatable terminology, and most importantly, achievement is based on measurable outcomes (not simply deadlines achieved.) Success or failure is black or white.

To quickly assess the level of goal clarity in your organization, start by asking multiple members of the same team (separately, with no preparation) “what is the #1 goal of our team?” and “how will we know when we have achieved it?” If answers surround the completion of a project by a certain deadline, ask "how will we know we did a good job?"

As you listen to the answers, picture each of them sitting in that long boat. How many of them are headed in the same direction?

COMMITMENT

Commitment is defined as dedication to an endeavor; willingness to make sacrifices, follow through and act. When times get tough, people who are committed do what it takes to stay the course.

How can you ensure people (starting with you!) are committed?

1. Ensure the “why” behind the goal is widely understood - The more effectively you and your team members can articulate “why” you are moving in a particular direction, the less likely you are going to quit or they are going to question it when the waters get choppy.

   
   

2. Integrate family and team members into the goal setting process early - foster a “we are in this together” mentality by bringing all those involved in your success into the goal setting process as early as possible. The earlier people are brought in, the longer they will stay engaged.

   
   

How can you assess if people are committed?

At the end of the day, commitment is all about what people do and how often they do it (not how committed they say they are.) When assessing the level of commitment on a team, we look for observable behaviors and the frequency of their occurrence.

Let’s go back to the long boat – imagine after making no forward progress the paddlers huddle up and learn they all want to see the sunrise from the clearest vista, so they agree to head east to Pineapple Beach and need to hustle to get there by 5:30am- aka a clear goal. If we were to assess the commitment of the paddlers, we would look at the speed and frequency of their feathering (a rowing technique) and gauge if their output was equal to or greater than what’s expected and/or in comparison to their fellow paddlers.

But that assessment is when the waters are calm of course; the most telling behaviors will come out should an unexpected wave sweep away an oar or two. The paddler who creates a makeshift oar from seaweed – he’s committed. The paddler who breaks an oar in half to share with their teammate – she’s on board (not to mention a bad ass.) The one who swims back to shore – not committed.

In a common workplace setting, the indicating behaviors may not be as dire, but are nonetheless observable. Some top examples include taking on additional projects, making bold or unpopular recommendations and volunteering personal time to help a teammate get up to speed.

OUR TOP THREE TIPS TO GOAL ACHIEVEMENT

To ensure your goals are clear and everyone involved are committed to achieving them, here are our top 3 tips:

1. Shared Ownership & Accountability: Involve the team in the initial stages of goal setting to build a “we are in this together” mentality rooted in the collective “why.” Ensure each member is clear on what they are responsible for (their individual goal) to get the team to the overall goal and be sure to measure and share results consistently.

   
   

2. Ensure Goals are SMART: Most importantly, make sure they are Specific, Measurable and Timely. There should be a shared understanding of exactly what you are trying to accomplish, by when (with milestones along the way to gauge progress), and success should be black or white. A good way to double check for vague jargon is to ask a friend or colleague outside of your department to review them.

   
   

3. Limit the number of goals you are working towards to no more than 3: Top 3, in rank order, gets results and ensures you and your team are focused on what's most important.

   
   

For additional help in goal setting, see our related article How To Set Effective Goals.