We are doing a lot of work with clients at the moment about setting objectives (for many it is "that time of the year" as the annual performance appraisal process starts).  I also tend to set myself some personal goals for the year and I was musing on what worked.

Last year, I had a goal of cycling from John O'Groats to Lands End.  I completed that in August and it was incredibly enjoyable and satisfying.

This year I wanted to do something challenging again.  But, if I set the same goal it really wouldn't have fired me in the same way.  Even if I cycled in the other direction, or decided to do it in 7 days rather than 9, or on a tricicle, or with different people, or solo, my motivation to achieve a similar goal would be lower.

How often at work though do we set roughly the same goal each performance appraisal cycle and expect the team to fire up and go for it?  Let's be honest 'increase sales by 10%' is quite similar to 'increase sales by 5%'.  It would be better if objectives were set that were genuine, interesting, challenging goals for the year.  Let "key performance indicators" take care of the aims that repeat.  They're important but they are not motivating.

My goal : to cycle 200 miles in 24 hours on June 18th (that date already looks like changing which leads to another post on what is important in a goal!).  Its a great goal for me because it requires different preparation, is more challenging, and makes me a little nervous.


Brendan