Goals vs Impact

I just heard an interesting video I’m still ruminating on. You can watch it here: https://www.instagram.com/reel/CviFD_NJoYI/?utm_source=ig_web_copy_link&igshid=MzRlODBiNWFlZA==

The premise of it was in meetings, addressing goals does not get the engagement leaders want, but moving to questions regarding impact will get more responses.

He said a leader moved from talking about goals to asking these impact questions:

·         Who made your job easier this week?

·         Whose job did you make easier this week?

·         Who helped you/motivated you/made you happy?

·         Who did you help/motivate/make happy?

I see value in these questions and can definitely agree they improve engagement, but would I be missing something by moving away from discussing goals? How can you address the need to move forward and also help employees see their impact?

I believe there is a balance to have in these 2 thoughts – solely focusing on goals eliminates individual responsibility. People can hide behind the group effort and not see their own impact on the bottom line.

My suggestion is to use these questions to facilitate larger goals. Having somewhere you want to head is important, but ask the individual these questions so they can see their part and direct their impact towards the end goal.

Here’s an example of a way to put these ideas together: If your goal is to get better at expense tracking and cash flow management, express that at the beginning of the meeting. Then take time to ask your teammates the above questions while they’re thinking about the larger goal. This will direct their thoughts to their finances but will give them individual responsibility for their impact.

– Jess