Result-Oriented Goal Setting

As I consult with clients across industries, I see people working hard. But I also see wasted effort. The waste occurs because team members did not have a clear end-state. Instead, they create a lot of action through goal setting. The caution is that action does not equal progress. To help you, here is the outcome-driven technique I use with my team and clients. When executed well, it can improve performance immediately.   1. Start with the end in mind and describe what it looks like. Goal setting is valuable. It measures action well–but it assumes that if X happens, Y will occur. For example, if you take a project management class, then you will be a better project manager. You can see how this plays out. The person enrolls in and takes the project management course, and then checks the box. Goal completed. But why take the course? What if the intent was this instead: “By the end of June, I need you to be leading x kind of project without me needing to be involved in its daily operations”? This helps better establish what success would look like for the individual. This approach defines the end state and the why we are seeking in their development. In doing so, it changes the conversation from “attend a course” (where it assumes I know the solution) to “how do we help you achieve that?” (which engages the person to define potential solutions). 2. After the end is established, discuss options to achieve it. This step is a key difference from most performance reviews, because instead of the leader defining the action (if…then…), it places accountability on the individual to think about what and where they need development to “get there.” Is it a course? Is it shadowing another person? Is it a confidence challenge? By approaching this through establishing what the end state looks like, the review shifts into a coaching discussion where root causes and options are defined and refined, creating a better plan to pursue. 3. Establish goals to measure progress toward the end state. This is when goals become useful. They establish points along the way to check progress toward the agreed-upon outcome. If a goal is met, then we should reflect to see if it helped move toward the end state. If it did not, then an additional action or goal may be needed. In the example above, if the person did complete the project management course, but they are not ready to lead the project without your involvement, then why? Did the course not address their development need? Is there still something else needed to get them ready to lead? The shift from goal-leading to outcome-driven performance development is profound. It is not easy or fast on the front-end. It requires more conversation and coaching. But in the long run, by engaging the team members in their development, the quality and value of their performance will improve substantially. #leadfortomorrow #outcomes

I made this leadership mistake for 6 years. It cost me my best employees. When leadership is task-focused, teams stay stuck in execution mode. But when you shift from "do this task" to "achieve this goal," you unlock their true potential. Here’s what happens when you lead with outcomes instead of instructions: They stop following orders and start innovating. Ownership replaces dependency, and results skyrocket. 3 secrets to outcome-focused leadership: 1️⃣ Set crystal-clear goals: Everyone should know exactly what success looks like. 2️⃣ Provide total freedom: Trust your team to figure out how to achieve those goals. 3️⃣ Celebrate every win: Big or small, recognition fuels momentum. The magic is in ownership. When your team owns their outcomes, they don’t just complete tasks, they revolutionize. They write their own success stories and achieve results beyond your expectations. Trust is the foundation of breakthrough results. Give your team space, and watch them soar. How do you empower your team to achieve extraordinary outcomes? #leadership #teamgrowth #innovation

Whiteboard Wednesday is back after a month of highlighting a customer story every day. Today I want to talk about goal setting and a counterintuitive technique that's helped us achieve outcomes here at FERMÀT that we once thought was impossible. Traditional goal setting fails because it relies on historical trends. Most teams look at their improvement rate from last quarter, then aim to do slightly better—essentially saying "if I was here before and I'm here now, I'll try to get a bit further next quarter." Instead, I challenge my team with this powerful alternative approach: 1. Define the maximum possible Ban historical data from goal-setting discussions. Instead, ask: "What's the theoretical ceiling for this metric given the physics and truths of our business?" 2. Quantify the reality gap Once you've established your theoretical ceiling, examine your current position. This gap reveals exactly what must change to achieve breakthrough results. 3. Challenge core assumptions This forces a crucial conversation: "What's the difference between our business fundamentals and historical outcomes that makes this goal seem unattainable?" When you work backward from theoretical maximums rather than forward from historical trends, you discover entirely new actions required to achieve extraordinary results. This approach works across any business type—whether you're increasing product development velocity or scaling creative testing. The principle remains: determine what's maximally possible given your business fundamentals, then work backward to identify the necessary transformations. What assumptions about your business trajectory could you challenge using this method?

Reality: Hard work is a baseline, but it isn't a strategy. Early in your career, effort alone isn’t enough. You can work hard, stay busy, and say yes to everything… And still feel stuck, overlooked, or unsure if you’re doing the right things. That’s not a motivation problem. It’s a direction problem. This is why goal setting with intention matters so much. It’s why I rely on OKRs (Objectives + Key Results). The simple breakdown:  🎯 Objectives: What you’re trying to achieve (The Vision). 📊 Key Results: How you know it worked (The Evidence). Why this matters right now: - Clarity beats overthinking. It kills the "Am I doing enough?" anxiety. - Numbers don’t lie. You hit it or you didn’t. That’s feedback, not failure. - You don't grow what you don't measure. Some roles make this easy (Sales, Product). Others feel harder (Comms, Culture, People Experience). But everything becomes measurable when you ask: 👉 What problem am I actually solving? 👉 What outcome would prove this mattered? The Career Cheat Sheet (Things I wish I learned earlier): 1️⃣ The Manager Filter: If it’s not aligned with your manager and the business, it’s not a priority. 2️⃣ The Visibility Rule: If you can’t see your goals daily, you won’t act on them. 3️⃣ The "Selfish" Goal: Always set one goal just for you. Learning, skill-building, or growth. 🌱 I’ve used OKRs across different companies (like Google, TikTok, and Royal Caribbean and different stages (new grad, individual contributor, people manager). Different cadences, same outcome: more focus, less noise. If you’ve never used them, try them in 2026. If you already do… maybe this is the year you stop “almost” hitting them and aim for 100% completion. ✨ Not perfection. Just clarity, focus, and real impact.

If you’re setting goals the way most people do, you’re already behind: Here are 7 Steps to Set Goals That Actually Drive Results: 1️⃣ Start With Your "Why," Not Your "What" ↳ Goals without purpose lack staying power.   ✅ Write down how achieving this goal aligns with your core values. 2️⃣ Apply the 70% Rule ↳ The ideal goal should feel 70% achievable, 30% challenging.   ✅ If confidence exceeds 90%, aim higher. Below 60%? Break it down further. 3️⃣ Create Systems, Not Just Targets ↳ Goals tell you where to go—systems get you there.   ✅ Define the daily/weekly actions that make success inevitable. 4️⃣ Build in Measurement Triggers ↳ What gets measured gets improved.   ✅ Establish clear checkpoints with specific metrics every 2 weeks. 5️⃣ Anticipate Obstacles in Advance ↳ Preparation eliminates excuses.   ✅ List 3 potential roadblocks and pre-determine your response to each. 6️⃣ Connect Goals to Identity ↳ The strongest motivator isn't achievement—it's becoming who you want to be.   ✅ Frame goals as identity statements: "I am someone who..." rather than "I want to..." 7️⃣ Share Selectively for Accountability ↳ Public accountability works—but only with the right people.   ✅ Choose 1-2 people who will hold you to a higher standard, not just offer comfort. 📌 PS... The quality of your goals determines the quality of your results. Most people aim for what's comfortable—exceptional leaders aim for what's meaningful. ♻️ Share this framework with a colleague who's ready to set goals that actually translate to impact! 🚀 Join 72,000+ leaders reading my daily science-backed tips on leading high-performing teams using mindset, habits and systems. No vague goal-setting advice. Just proven frameworks that create real-world results. ➡️ Follow me for more Harry Karydes

Every CEO has goals - but not every CEO achieves them. The truth is, most leaders fall into the trap of chasing numbers instead of driving meaningful impact. -CEOs with clear, aligned goals are 42% more likely to achieve success (MIT Sloan). -Companies using OKRs (Objectives and Key Results) grow 30% faster than those without (Google Research). -Leaders who pursue BHAGs (Big Hairy Audacious Goals) see 10x growth over 10 years (Jim Collins). The difference? It’s all in how you set and execute your goals. 1. Set SMARTER Goals - Not Just SMART SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound) are essential. But the best CEOs take it further with E for Evaluated and R for Readjusted. Brian Chesky, CEO of Airbnb, set a SMARTER goal to rebuild trust after public backlash over safety issues. The company implemented rigorous safety measures and transparency initiatives, regaining public confidence.  Evaluate your goals every quarter. Are they still aligned with your company’s vision? Adjust as needed. 2. Align with OKRs — Like Google and LinkedIn Do OKRs are how Google scaled from a startup to a $1.8T giant. Every objective has clear, measurable key results. Example Objective: Improve customer satisfaction. KR1: Reduce customer support response time by 30%. KR2: Achieve a Net Promoter Score (NPS) of 80+. Bring your leadership team into goal-setting conversations. When alignment is co-created, execution follows. 3. Think Big with BHAGs — The Elon Musk Approach A Big Hairy Audacious Goal (BHAG) is meant to stretch your limits. Elon Musk’s BHAG? “Make life multi-planetary.” Sounds crazy - but SpaceX now leads the commercial space race. Ask yourself: What would we attempt if we knew we couldn’t fail? What impossible goal, if achieved, would transform our industry? 4. Use V2MOM for Continuous Alignment Marc Benioff, CEO of Salesforce, credits the company’s success to its V2MOM framework (Vision, Values, Methods, Obstacles, Measures). It ensures: Clear direction for every level of the company. Proactive problem-solving. Consistent tracking of progress. Try using V2MOM for your next major initiative. It forces clarity — and clarity drives execution. The best CEOs use goals as a strategic weapon - aligning teams, stretching boundaries, and creating long-term impact. What’s your biggest leadership goal right now? Let’s chat. #Leadership #CEOGoals #GoalSetting #ExecutiveLeadership #BHAG #OKRs #StrategyExecution #BusinessGrowth

“𝐆𝐨𝐚𝐥𝐬 𝐚𝐫𝐞 𝐝𝐫𝐞𝐚𝐦𝐬 𝐰𝐢𝐭𝐡 𝐝𝐞𝐚𝐝𝐥𝐢𝐧𝐞𝐬. 𝐁𝐮𝐭 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡, 𝐭𝐡𝐞𝐲 𝐫𝐞𝐦𝐚𝐢𝐧 𝐣𝐮𝐬𝐭 𝐝𝐫𝐞𝐚𝐦𝐬.” Your mindset is the foundation of successful goal setting.  It’s not just about what you want to achieve, but how you approach the journey.  A growth-oriented mindset transforms obstacles into opportunities and turns your goals into actionable, achievable milestones. 5 𝑻𝒉𝒊𝒏𝒈𝒔 𝒀𝒐𝒖 𝑨𝒓𝒆 𝑫𝒐𝒊𝒏𝒈 𝑾𝒓𝒐𝒏𝒈 𝒘𝒊𝒕𝒉 𝑮𝒐𝒂𝒍 𝑺𝒆𝒕𝒕𝒊𝒏𝒈: - Focusing Only on the End Result: Setting a goal is crucial, but if you're only fixated on the outcome, you're missing out on the journey.  - Ignoring Emotional Alignment: If your goal doesn't resonate with you on an emotional level, your motivation will fade quickly. - Setting Goals Based on External Validation: Are your goals driven by what others expect of you? If so, you're setting yourself up for dissatisfaction.  - Underestimating the Power of Small Wins: Celebrating minor achievements boosts confidence and keeps the momentum going. - Neglecting Flexibility: A rigid goal-setting approach can lead to frustration and burnout. Life is unpredictable; your goals should adapt to changes in circumstances.  Flexibility doesn't mean giving up; it means being smart and resilient. 5 𝑻𝒉𝒊𝒏𝒈𝒔 𝒕𝒐 𝑪𝒉𝒂𝒏𝒈𝒆 – 𝑵𝑶𝑾: - Shift Your Focus to the Journey: Break your goal into smaller, actionable steps and find joy in completing each one.  - Align Goals with Core Values: Before setting a goal, ask yourself why it matters to you. Ensure it aligns with your core values and passions. - Set Intrinsic Goals: Define goals based on personal growth, learning, and self-satisfaction rather than external rewards or recognition.  - Celebrate Small Wins: This positive reinforcement keeps you motivated and excited about reaching the next milestone. - Incorporate Flexibility into Your Plan: Allow room for change and adaptation in your goal-setting process.  Regularly review and adjust your goals as needed, ensuring they remain relevant and achievable. Ready to transform your goal-setting approach?  Start small. What would you want to change? Share your experience in the comments, and let's elevate our goals together! 🚀 #GoalSetting #MindsetMatters #PersonalDevelopment #SuccessMindset #Leadership #ProfessionalGrowth #MindsetShift #CareerGoals #CareerCoaching

I often made this mistake when I was a junior manager. I was pumped with New Year's energy, which made me invest in setting my team's goals for the year. I felt that my team could do everything, so I set stretch goals that would make us stand out at the end of the year. About a month into the year, this energy would be replaced with the need to manage change and fire-fighting as reality hit. The energy did not last because I was focused on the wrong thing. I focused my goals on what the team would achieve. The goals described the WORK we would do instead of the outcome and impact of the work. In my junior manager brain, success means working hard. The more you invest, the more you will be appreciated. The reality is that no one cares how hard you work. People care about your impact, especially those who receive your service or product. In addition, goals that are measured by the amount of work have very little energy and thus do not stand the daily grind. Goals that aim to make an impact can generate constant energy and help the team navigate challenging times. Here is an example of how a silicon validation team can rewrite their goals. Instead of "Find and fix 97% of the pre-silicon bugs", you can use "provide a clean model to Tape-In that will boot cleanly and enable effective post-silicon work." State your goals with the impact in mind. OKRs are a good system to use when done right. However, I still see managers struggle with them because they focus on effort rather than on outcome. How do you feel about New Year's goals?

Last year I implemented OKRs for my organization and this year we are doing it again. Some wonder how we can grow the business upwards of 35% with the billions of dollars in revenue we do annually. There is a lot that goes into that answer, but OKRs help. It allows me to set annual targets and we have key objectives quarterly for my team. It drives absolute accountability and with a stretch included. We are 100% aligned across the team. I am re-reading the book Measure What Matters, which I highly recommend. What are OKRs? OKRs, or Objectives and Key Results, are a framework used to define and track goals and their outcomes. They help companies align their strategic priorities, drive business results, and maintain agility. Great OKRs consist of inspiring statements of intent (Objectives) paired with measurable Key Results. Here are five attributes of great OKRs: 1. Outcome-oriented: Focus on what you are trying to achieve. 2. Measurable and Clear: Ensure you can determine when the objective has been achieved. 3. Balanced: Consider various factors such as customer value, quality, time, and cost. 4. Aspirational: Aim for the best possible outcome that makes a significant difference. 5. Team-owned: Create and drive towards OKRs as a team, fostering collaboration rather than working in silos. In practice, OKRs are used to effectively drive business outcomes and focus on delivering customer value. For example, in Cloud + AI, OKRs are used to develop culture, ensure quality, build secure offerings, provide customer support, and grow customer usage. Net/Net – They work. Being focused daily as a team is not easy, but my team knows we never sign up for easy. We sign up for what will make us collectively better as a team so we can represent Microsoft with excellence.