Goal Setting Strategies

Steps to Set Credible Sustainability Goals 🌎 Setting credible sustainability goals is essential for organizations aiming to drive meaningful, lasting impact. By following a structured approach, companies can ensure their commitments are robust, actionable, and globally relevant. Here’s a streamlined pathway for establishing effective sustainability goals. First, align with global standards. Anchoring sustainability goals to frameworks like the UN Sustainable Development Goals (SDGs) or the Paris Agreement places these efforts within a global context, signaling a commitment to shared challenges and providing a framework for tracking progress. The next step is conducting a materiality assessment. This process identifies the most critical environmental, social, and governance (ESG) issues for the organization and its stakeholders. Focusing on these priorities directs resources toward areas with the greatest potential impact, ensuring the organization addresses what matters most. Setting SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound—makes sustainability commitments clear and actionable. Well-defined objectives provide a foundation for tracking performance, showing stakeholders tangible progress, and reinforcing accountability. Engaging stakeholders is also crucial. Involving employees, customers, suppliers, investors, and communities ensures the organization’s sustainability goals reflect diverse perspectives. This collaborative approach fosters broad support and encourages long-term commitment. Benchmarking against industry peers further strengthens these goals. Understanding where others in the industry stand allows an organization to set competitive, relevant targets. Benchmarking demonstrates a commitment to improvement and alignment with best practices. Finally, seeking external validation enhances credibility. Consulting with experts or using third-party assessments provides an objective review, highlighting strengths and areas for improvement. This validation builds stakeholder trust, showing a commitment to high standards. By following these steps, organizations can set credible sustainability goals that are both impactful and achievable. This structured approach ensures initiatives are grounded in best practices, aligned with global standards, and supported by stakeholders, paving the way for lasting positive change. #sustainability #sustainable #business #esg #climatechange #climateaction #strategy

As a leader, aim to build something that will outlast you! The only way to do this is to be deeply productive. Many workplaces prioritize speed and immediate responses. They celebrate productivity and don't stop to consider whether it is shallow or deep productivity. Leaders NEED time and space to: 🚀 Think critically. 🚀 Develop innovative ideas. 🚀 Make thoughtful, long-term decisions. But this doesn't always happen because their schedules are dominated by tasks that require minimal cognitive effort, such as administrative duties or quick email responses. THIS is 'shallow work'. It's a problem because it results in leaders experiencing: ⚠️ Lack of Innovation ⚠️ Burnout ⚠️ Poor Decision-Making ⚠️ Strategic Drift A lot of people don't differentiate between the two types of productivity and don't realize they need to change. Here's a few ways to help with that: 1️⃣ Measure the Results of Your Work Questions to Ask: "What has improved or changed for the better because of my actions?" "How do my efforts contribute to long-term goals and not just daily tasks?" 💡 Example: Instead of completing 10 tasks in a week (productivity), you create a new feedback system that improves employee morale and performance over months (impact). 2️⃣ Observe the Growth of Your Team Questions to Ask: "Are my team members developing new skills and taking on greater responsibilities?" "Do people feel empowered to make decisions without constant oversight?" 💡 Example: A productive leader might meet their own goals; an impactful leader helps their team achieve their goals 3️⃣ Evaluate Long-Term Value Over Short-Term Outputs Questions to Ask: "Is my work solving root causes or just addressing symptoms?" "Will the benefits of my efforts be felt in a year, or just for this quarter?" 💡 Example: Instead of responding to daily issues, you implement a new system that prevents those issues from arising in the first place. 4️⃣ Seek Feedback from Others Questions to Ask: "How do others describe the effect of my leadership?" "Do people feel motivated, supported, and clear about their purpose because of my leadership?" 💡 Example: A productive leader might receive praise for efficiency; an impactful leader is recognized for empowering people and driving meaningful change. 5️⃣ Evaluate Emotional and Cultural Influence Questions to Ask: "Is the team environment more positive and collaborative because of my actions?" "Do I inspire trust and create a sense of purpose?" 💡 Example: A productive leader completes tasks; an impactful leader fosters an environment where people feel safe to contribute ideas and take risks. 6️⃣ Balance Execution with Reflection and Strategy Questions to Ask: "Am I creating time for deep thinking and strategic planning?" "How often do I improve how we work, not just what we work on?" 💡 Example: A productive leader manages tasks; an impactful leader continuously improves processes and strategies. Love to hear your thoughts on this 🙏

It's funny that when I first started in marketing, I thought the hardest part would be the marketing itself. Boy, oh, boy, was I wrong! After working with several brands, leaders, and entrepreneurs, I've learned that the real challenge is getting everyone to agree. Whether for a content strategy, a demand generation campaign, or a new #ABM initiative, the challenge is always bridging the gap between what you know works and what leadership thinks is effective. Fundamentally, it's about building trust, and that's not always easy. Here's what I've learned about getting everyone on the table: ✔️Reframe the conversation. Don't just react to requests; guide the discussion. For example, instead of: 👉🏾"We need more leads," try. "Let's focus on what's driving the highest-value conversions." 👉🏾"We should be everywhere," try. "Let's invest in the channels where our target audience is most engaged." 👉🏾"We need to go viral," try, "Let's build a consistent strategy for creating content that resonates and generates long-term engagement." ✔️As a marketer, your role is not merely execution but also strategically shaping and defending the approach. ✔️Always acknowledge and address the tension. Leaders often want immediate results, while marketing strategies require a longer-term perspective. So don't just push back; explain the long-term vision while incorporating quick wins to demonstrate progress and build confidence. ✔️Find that balance between short-term goals and long-term strategy. ✔️Speak their language, avoid marketing jargon, and focus on business outcomes. For example; 👉🏾Instead of engagement metrics, focus on how marketing and ABM influence revenue. 👉🏾Clearly articulate your strategy and the rationale behind it. 👉🏾Invite input and questions to encourage collaboration. 👉🏾Save the detailed marketing metrics for internal team discussions. 👉🏾Prioritize your battles. Not every request is worth fighting over. 👉🏾Focus your energy on defending the core elements of your strategy, like positioning, messaging, and brand narrative. Don't let short-sighted requests derail your overall vision. It's about learning to operate like an executive, understanding their priorities, and communicating in a way that resonates with them. This approach will help you secure the resources and creative freedom you need to drive successful marketing campaigns. What are your go-to strategies for getting everyone from the leadership on board? #demandgeneration #b2bmarketing #marketingstrategy

SMART goals are dumb. Definitely outdated. They were literally coined in 1981 by John T. Doran in the Management Review. That's 43 years old. Oh and psst - your team hates setting them. Why? Because the acronym is fundamentally flawed: Specific: Limits creativity and hampers your ability to adapt when new information emerges. 🤔 Measurable: Sure, you know when you've achieved it, but does it drive meaningful, impactful outcomes? 📉 Attainable: Keeps you comfortably within your comfort zone—hardly a place for growth. 🛋️ Realistic: Another word for attainable. It encourages small thinking and boxes you in. 🚫 Time-bound: While deadlines are important, meaningful goals need built-in milestones that keep motivation high and the dopamine flowing. 🎯 In short, SMART goals keep us stuck in mediocrity, lacking purpose and innovation. So, what’s the alternative? Enter the PIC Framework: Purpose-Driven: Every goal should connect to a deeper mission or value. This alignment not only motivates but also gives each goal a clear "why." 🎯 Impactful: Goals should aim for outcomes that matter—shifting the focus from what's easily measurable to what's truly transformative. 🌍 Challenging: If your goals don’t make you a little uncomfortable, you’re not aiming high enough. Embrace the discomfort as a sign of growth and ambition.💪 Want to innovate your goal setting? Here's how you can bring PIC to your organization: Start with Purpose ➡ Align goals with the organization's mission. 🌟 Define Impact ➡ Focus on meaningful outcomes that drive the business forward over easy measurements (especially, for the sake of a great dashboard). 📊 Set Challenging Objectives ➡ Encourage ambition and innovation - yep, even if it scares you. 🚀 Embed Milestones ➡ Keep motivation high with regular wins - not just a potential bonus at the end of the year. 🏆 Foster Reflection ➡ Regularly review and adapt goals as needed. 🔄 (In other words, setting a goal in January and refusing to change it because you set it, even though you have new information, is well...ridiculous.) By moving from SMART to PIC, you create a culture of purpose, impact, and challenge. And who knows - maybe people will finally start to buy-in to the goal setting process and actually like it! 🌟 #Leadership #Innovation #GoalSetting #BusinessGrowth #PurposeDriven

❓ Is your sustainability strategy ready for the real world? So, You've done the work—research, securing stakeholder buy-in, choosing the right partners. You’ve laid a strong foundation for a sustainable supply chain. But before you launch, have you considered every detail that’ll keep your efforts on track? Imagine this: You’ve set ambitious goals, like reducing fleet fuel consumption by 5% or cutting warehouse electricity use by 10%. But to hit those marks, you'll need the right checkpoints. In the first month, check in with your data partner—is everything being captured effectively? At two months, ask your suppliers if they're comfortable with the Service Level Agreements (SLAs) you’ve set together. By six months, assess whether the data you’ve gathered allows you to make meaningful predictions and take new action. Data backs the need for these checkpoints. A study by McKinsey reports that companies with a structured sustainability strategy see 20% higher supply chain efficiency. And according to the World Economic Forum, sustainable supply chains can reduce overall environmental impact by up to 50%, while increasing resilience against future challenges. But sustainability isn’t just about hitting numbers. It’s a cultural shift. From top leaders to new hires, your team needs to embrace the mindset that goes beyond "doing business as usual." Internal education is essential—create programs that inspire every team member to see the value of these efforts. When your employees understand how their day-to-day work impacts long-term goals, the commitment deepens. Remember, Sustainability is also about outward visibility. Sharing your journey publicly can set you apart as a trusted, forward-thinking organization in your industry. When others see your authenticity and progress, customers and partners are more likely to trust and admire your mission. Let’s lead the change, One small improvement at a time, and proves that businesses can drive meaningful impact for people, the planet, and profit alike.

𝐌𝐚𝐬𝐭𝐞𝐫𝐢𝐧𝐠 𝐅𝐨𝐜𝐮𝐬: 𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐘𝐨𝐮𝐫 𝐂𝐢𝐫𝐜𝐥𝐞 𝐨𝐟 𝐂𝐨𝐧𝐭𝐫𝐨𝐥 𝐚𝐧𝐝 𝐈𝐧𝐟𝐥𝐮𝐞𝐧𝐜𝐞 As a leadership coach, one of the most powerful concepts I share with my clients revolves around effectively managing their focus. It’s essential to differentiate between what we can control, what we can influence, and what should merely concern us. Here's a simple yet profound strategy: focus 70% on your circle of control, 30% on your circle of influence, and 0% on your circle of concern. 𝐂𝐢𝐫𝐜𝐥𝐞 𝐨𝐟 𝐂𝐨𝐧𝐭𝐫𝐨𝐥 (𝟕𝟎%) This is where your energy should be primarily invested. These are the aspects of your professional and personal life that you have direct control over, such as your work ethic, your reactions to outcomes, and your daily habits. By concentrating on these areas, you not only enhance your competence but also your confidence. 𝐂𝐢𝐫𝐜𝐥𝐞 𝐨𝐟 𝐈𝐧𝐟𝐥𝐮𝐞𝐧𝐜𝐞 (𝟑𝟎%) These are elements you can affect but not control entirely, such as your relationships with peers or the culture of your team. Spending time here involves mentoring others, improving communication, and building strong networks. This focus helps you extend your impact and fosters a positive environment for mutual growth. 𝐂𝐢𝐫𝐜𝐥𝐞 𝐨𝐟 𝐂𝐨𝐧𝐜𝐞𝐫𝐧 (𝟎%) Often, we waste too much energy on issues outside our control or influence, such as market fluctuations or competitor actions. While it’s important to be aware of these factors, dedicating emotional or mental resources to them does not change their outcome. Eliminate focus from this area to enhance productivity and reduce unnecessary stress. By allocating your focus according to these circles, you maximize your effectiveness and achieve more balanced, sustainable results. You empower yourself to act where you can make a difference and learn to let go of what you cannot change. Effective leadership is not just about hard skills; it's also about how wisely you manage your focus. Channel your energies where they will count the most, and you'll see a great impact on your personal and professional growth. #leadership #mindset #coaching #growth #success #focus

As a founder, I’ve learned this the hard way Big dreams don’t mean much without clear, actionable goals. That’s why I rely on the SMART goal setting framework A proven method that’s been guiding businesses since George T. Doran introduced it back in 1981. It helps you set goals that are: → Specific: Focus on one clearly defined objective → Measurable: Establish concrete criteria for tracking progress → Assignable: Ensure goals can be owned and executed by your team → Realistic: Set ambitious but attainable targets → Time-related: Create a clear timeline for completion A recent study by the University of California found that individuals who wrote down their goals and dreams on a regular basis were 42% more likely to achieve them. The SMART framework provides a proven template for articulating your goals in a meaningful way. From my perspective, the most crucial aspect of SMART goal-setting is the Specific element. By zeroing in on a single key priority, you create the necessary focus and clarity to channel your efforts productively. Whether you're setting targets for your company, your team or your own professional development, I encourage you to put the SMART framework into practice. I'm confident it will help you cut through the noise, sharpen your focus and accomplish more of what matters most. What's the #1 goal that you want to make SMART today? I'd love to hear your thoughts in the comments. #leadership #goals #success #productivity #CEO

Do you have creative goals you'd work toward "if only there was more time"? Keep reading for tips on how to make 'em happen. I used to be stuck in the "if-only" frame of mind too. But this year has been different. This is the first year I've taken my creativity seriously. At the end of 2024 I said my dream jobs were designing cross-stitch patterns and freelance writing. (peep the screenshot!) One quarter into 2025, I've hosted two cross-stitch workshops where I taught 25 attendees how to stitch my original patterns. And in terms of writing, I've written 3 freelance articles so far this year (one published in Business Insider!). If you have creative ideas you want to achieve in 2025, here are some practices that helped me get out of my own way: 1. Morning pages. I've started every day of 2025 by writing 3 pages. Are these pages groundbreaking? No. Are they even intelligible? Nope! The wonder of the pages is that they serve as a daily check-in. A reminder of what I want to accomplish -- and a way to keep me accountable. (Because it sucks to start every morning with "well ... another day went by without doing sh*t to accomplish my dream of XYZ.") 2. Schedule creative time. "yoU CaN't ScHeDuLe cReAtIvItY, iT jUst hApPeNs nAtUrAlLy" you may be thinking. Yes, it's hard to force yourself to be creative, but adding time to your schedule to brainstorm ideas and/or spend time with materials that inspire you can do wonders for your creativity. Creative ideas are like lightning. But if your schedule is always jam-packed, you may not notice the strikes. ⚡ 3. Be a little delusional. Honestly, the worst they can do is leave you on read or say no. Don't let your "rationality" or inner realist stop you from doing great things. We're already a full quarter into the year (EEK!) but it's never too late to make progress on your creative goals or to set new ones!

Here’s an interesting thought…What if the goal-setting system you rely on is actually working against you? What if these approaches are creating more problems than solutions? I had a thought-provoking conversation with author Radhika Dutt, who believes our traditional goal-setting methods are fundamentally broken, and she's got compelling evidence to back it up. In her upcoming book, "Escaping the Performance Trap," Radhika explains why outdated evaluation systems (Iike SMART goals, KPIs and OKRs) fail. She talks about “the illusion of progress” that these kinds of systems can create and introduces a fresh alternative. An idea I really like... ⭐️ Thinking like a puzzle solver 🧩 rather than a target hitter 🎯can transform your team's performance. We cover:  🔸Why traditional goal-setting creates the wrong incentives 🔸Distinctions between performance evaluation and performance development 🔸How to replace OKRs or KPIs with OHLs (Objectives, Hypotheses, and Learnings)  🔸Why puzzle-solving beats target-setting  🔸How to evaluate performance without creating defensive behavior This episode will challenge how you think about performance evaluation and give you practical tools to implement immediately…without throwing out your entire system. ❓How are you evaluating performance? 👉🏻Would love to hear what's working for you. 🎧Find a link to the episode in the comments below. #leadership #goalsetting #performance #OHLs #CEOontheGoPodcast

Bad goal setting can cripple your business (I know from firsthand experience). Here's how to set goals that propel your business forward. Step 1: Analyze last year’s performance. You can’t set the right goals without the correct information. So, take some time to gather data from the previous year to find areas of strength and weakness. Look at your: Revenue streams — what are your most profitable areas? Your biggest cost centers? Sales & marketing — can you spot trends in customer acquisition or marketing ROI? Operations — where is your business bottlenecked? Where might you be overstaffed? Employee performance — look at productivity and churn. Which direction are things going? — Step 2: Brainstorm areas for improvement. Write down all the possible things you could work on. This is a great group activity for your leadership team or even the whole company (depending on your size). The data you’ve collected in step 1 should give you some idea of opportunity areas. One tip: don’t discount an idea just because it’s hard. Often the biggest impact things are hard to do. But you should be realistic about the effort required to get something done, and its chances of success. — Step 3: Set SMART goals Specific: Define clear and precise goals. Instead of saying "increase sales," say "increase sales by 12% in the next 6 months." Measurable: Ensure each goal has quantifiable metrics. E.g. "Reduce customer acquisition costs by 15% by the end of the year." Achievable: Set realistic goals based on your resources, budget and other constraints. E.g. if you have limited cash, avoid goals that would severely impact your monthly cash flow. Relevant: Align goals with your overall business objectives. Ensure they address the key areas for improvement identified earlier. Time-bound: Set deadlines for each goal. E.g. "launch a new service by Q3." — Step 4: Develop an Action Plan For each goal, create an action plan that outlines: Steps and Milestones: Break down each goal into smaller, manageable tasks. Set milestones to track progress. Resources: Identify the resources needed (time, money, personnel) and ensure they are available. Responsibilities: Assign tasks to specific employees. Ensure everyone understands their role and what is expected of them. Timeline: Establish a timeline with deadlines for each task and milestone. Doubling down on one point there: always assign tasks to a single person. They can still bring in other people to contribute, but it’s one person’s responsibility to get it across the finish line. — Step 5: Monitor and Adjust Goals are not static. Regularly check your progress, and adjust based on new insights or changing circumstances. Schedule monthly and/or quarterly reviews to keep everything on track. Having a simple KPI tracker is a good way to keep tabs on things. Make sure you’re regularly checking in, and ask people to flag any roadblocks or necessary adjustments as soon as they identify them.