This article discusses, what I refer to as, the 3rd component of your organization’s “Navigation System” - - the overarching organizational goal. Here are 11 reasons why defining your organization’s overarching goal is important:
Establishing a goal for your organization let’s everyone inside and outside of your organization know where you’re going. Whether the goal is tied to capturing market share, outperforming a competitor, a specific award or yet another metric your team becomes clear about what they need to do and why.
In my experience, when you have “the right team” they will often up the ante. As the leader of your organization you may set, what you believe to be, a goal that is challenging and maybe even a stretch. When your team is passionate about your cause, they will often consider, be interested in and challenge you to set a goal that is even more challenging. What’s even more exciting is that your team takes ownership of that goal and develops an innovative strategy to reach it. That’s often what happens when your team embraces your cause because it’s part of who they are.
Your overarching goal not only lets everyone know where you’re going as an organization, it also provides another piece of your organization’s framework within which decisions can be made. Again, decisions may not be easy, but they do become more clear.
An overarching goal is also a tool you can use to empower your team to act in your absence and reduce the tendency to micromanage. When your team understands where your organization is headed they are more apt to make decisions in keeping with your, and your organization’s goals.
An overarching goal also becomes part of your interview process for top talent. Part of what makes these people tick and keeps them engaged is knowing what success looks like in your organization. It’s from your overarching goal that most other metrics are derived. Again, your team becomes clear about what’s important and where to invest their time and focus. Hence, performance reviews also become a lot easier for all involved. And, discussions in a performance review are rarely a surprise to your team members since they’ll likely have a fairly accurate sense of their performance relative to established metrics.
You may also often find that once people outside your organization learn & understand your overarching goal, they’ll help you reach your goal and maybe do so in ways you may not have thought of. You make it easy for your vendors, clients, alliances, etc. to participate in your goal. You help them help you become better positioned for success. And, a great team comprised of top talent responds to success and is more apt to be retained by your organization.
If you enjoyed this post and/or know anyone who might benefit from reading it, please “comment” and “share”