As a leader, one of your primary responsibilities is guiding your team toward success. But what if the goals you’re setting for your team aren’t aligned with what’s truly important to them? While company objectives are crucial, fostering alignment between personal motivations and professional targets can unlock performance and fulfillment that benefits everyone involved.
Let’s explore how you, as a leader, can help your team set meaningful, personalized goals—and why this approach matters.
The leader’s role in goal-setting
Many leaders fall into the trap of imposing their own vision onto their team members. While it’s natural to want your team to succeed by achieving the company’s objectives, it’s important to recognize that motivation starts at a personal level. Effective leaders focus on creating a partnership in the goal-setting process, ensuring that what matters to the individual aligns with the broader mission.
Ask yourself: Are the goals I’m assigning based on what’s important to my team members, or are they rooted in what I think is best for the organization?
Your mission as a leader isn’t just to demand results—it’s to inspire them by connecting the dots between personal growth and organizational success.
The barrier is their beliefs
We are the greatest barrier to our own growth. Really, our beliefs are the barrier. If someone doesn’t believe in their ability to achieve a goal, they won’t even attempt it.
This isn’t just true for individuals; it’s also true for teams. As a leader, you need to help your team examine and, when necessary, challenge their limiting beliefs. Consider these questions during your next one-on-one meeting:
- What beliefs might be holding you back?
- How does what you believe about yourself impact your willingness to set or achieve goals?
- How can I support you in reframing those beliefs?
Your role isn’t to tell them what to believe but to guide them toward self-awareness and growth.
Three paths for new information
When presented with new information—like a fresh goal or strategy—the human mind can do one of three things:
- Embrace it fully.
- Blend it with existing beliefs.
- Defend against it entirely.
Defensiveness is particularly dangerous. It can hinder progress in three key areas:
- Internal communication within the team.
- External communication with clients, partners, and stakeholders.
- Self-talk, which can sabotage individual growth.
Encourage your team to approach new goals with curiosity rather than resistance. Lead by example by showing openness to their ideas and feedback during the goal-setting process.
From problems to goals
Not everyone resonates with the word “goal.” Some may find it intimidating or irrelevant. If this is the case, frame goals as solutions to problems. For example:
- Instead of saying, “Let’s increase sales by 20%,” try, “How can we solve the problem of slow lead conversion?”
- Instead of focusing on “reducing expenses,” ask, “What’s one way we can operate more efficiently?”
This reframing can make goal-setting feel more actionable and less overwhelming, especially for team members who are new to the process.
Practical steps for goal setting
Here are three practical steps for the goal-setting process.
First, every successful goal begins with a clear vision. Begin with the end in mind: What’s the ultimate destination? Help your team visualize success.
Second, break it down into waypoints. Goals should include smaller milestones that act as stepping stones toward the bigger picture.
Third, use SMARTER goals:
- Specific
- Measurable
- Achievable
- Relevant
- Time-Bound
- Enjoyable
- Rewarding
Habits are the daily drivers of success
Goals are only as effective as the habits that support them. Help your team evaluate their daily choices by asking:
- Are your habits helping or hurting your progress?
- What small, consistent changes could you make to move closer to your goals?
Remember, the smallest daily actions can lead to significant long-term results. As a leader, model this by sharing your own habits and how they contribute to your success.
Personalization in goals
To create truly impactful goals, take the time to understand each team member’s unique motivations, values, and mission. Ask open-ended questions such as:
- What’s one thing you’d like to accomplish this year, both personally and professionally?
- What excites you about your role?
- How can I help you achieve what matters most to you?
These conversations not only build trust but also ensure that the goals you’re setting together are meaningful and achievable.
Fostering personal and team success
When leaders take the time to align personal motivations with organizational goals, they create an environment where everyone thrives. By helping your team set goals that matter to them, you’re not just driving better performance—you’re fostering a culture of growth, trust, and mutual success.
So, here’s your challenge: During your next team meeting, ask each team member what truly motivates them. Listen. Reflect. Then, partner with them to set goals that align with their personal vision and the team’s mission.
When goals matter to the individual, achieving them becomes a shared victory.
