execution-based goals


In the pursuit of goals, many individuals overlook the power of creating a reward system that aligns with their goal execution rather than solely focusing on the desired outcomes. By understanding the disparity between the approaches of professionals and amateurs, we can uncover a more effective method of driving motivation and success.

Professionals, especially high-performing individuals, leverage rewards as a means to sustain motivation for themselves and those around them. They adopt execution-based goals, which are entirely within their control, while recognizing that the results they aim for, but cannot fully control, are known as targets. This distinction allows them to prioritize the process over the outcome, ultimately leading to greater achievements.

Amateurs, on the other hand, often rely on rewards for themselves and their team members based on the attainment of results. While this approach may seem appealing, champions employ a superior system. Amateurs tend to focus solely on the results, mistakenly considering them as their goals, despite having limited control over them. True goals should be attainable objectives, while the results become the targets to strive for.

To illustrate this further, let’s consider a scenario involving Cold Calls for salespeople:

Result based goal:

If you set your goal by how many sales you make from cold calls, traditional thinking would dictate that failing to make a sale means failing to achieve the goal, leading to potential reprimands or penalties.

Execution-based goals:

However, in an execution-based goal system, simply accomplishing the required number of calls automatically earns the reward, regardless of the outcome of those calls. Adjustments to the targets can be made based on the results. This approach emphasizes rewarding individuals for their commitment to actions they can control.

The underlying philosophy is straightforward:

*reward individuals for following through on their commitments, focusing on activities they can influence.

Offering rewards for increasing sales, market share, or any outcome-based goals can be counterproductive, as it rewards individuals for factors they only played a partial role in achieving, while also penalizing them under the same criteria. This practice can diminish performers’ motivation and hinder their progress.

While the end results still hold importance, the emphasis shifts towards consistently executing tasks with excellence. By rewarding performers for their integrity and reliability, we foster a cycle of success, bolstering confidence and enthusiasm in their endeavors.

In summary, the concept of execution-based goal rewarding challenges conventional thinking and offers a more effective approach to drive motivation and achievement. By prioritizing the execution of controllable actions and rewarding individuals accordingly, we cultivate a culture of success that thrives on consistency and quality.

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