PODCAST: Surprising Way Leaders Sabotage Stretch Goals
Some leaders say they want to set stretch goals, but they stop short because they want certainty that their goals will be achieved. They want plans that account for all possible outcomes and consequences. If this sounds like you, consider the following.
Knowing for sure that you will attain your goal probably means you have not set a stretch goal. Plus, a demand for certainty tends to result in an unwillingness to take risks and try new things. It stymies innovation and can frustrate employees who know they’ll have to clear high hurdles and prove their ideas will absolutely work.
If you want to fuel creativity and innovation, let go of your need for guaranteed and certain outcomes. Instead, allow “good enough” and “best reasonable estimate” to guide your willingness to set stretch goals and try fresh approaches to old and new problems. Take a risk and begin. Assess progress. Refine next steps and adjust plans as you learn.
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