Track and Post – Setting Goals that Get Done #5

My niece, who I’m very proud of, recently completed her last year of gymnastics competition. She had a full-ride scholarship to the University of Illinois in Chicago. After winning her senior competition (and posting a personal best score), she went on to state championships (another personal best) and regional. All while maintaining a 4.0 GPA.

I tell you this because I want you to imagine how successful she would have been if her coach had – instead of daily if not minute-by-minute feedback on the gym floor – given her quarterly or yearly performance reviews? How successful she would have been if her teachers hadn’t told her what her marks on her papers were until the end of the semester?

She had big goals (win competitions, keep a high GPA), broke them down into specific, actionable milestones (get better at balance beam so I can score well in the March competition for example), and worked hard every day with feedback from her coaches to improve.

I also know that every member of the team knew where they stood every day as far as their personal best score, and their rankings in the NCAA that week, and what their best routine was.

That kind of “track and post”, where progress towards a goal is posted and visible – whether it’s a personal goal, or a team environment – actually improves your chances of success. Of course if you have a goal, you are more likely to be successful at it. Of course if you get accurate, timely feedback, you’re going to get better.

But if you do both together, both set a goal and get accurate, timely feedback, you more than double your chance of reaching that goal.

And remember, when you’re the manager, the job of providing that accurate, timely feedback falls to you.

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One response to “Track and Post – Setting Goals that Get Done #5

  1. Pingback: Sometimes You Just Have to Get Started – Setting Goals That Get Done #4 | Practical Managers

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