Implementing Strategic Goals for Organizational Success

Published on 05 Dec 2022

Implementing, Strategic, Goals, Organizational, Success

Since the 1960s, when American psychologist Edwin Locke established that goal setting may inspire workers and contribute to higher workplace performance, corporations have made the pursuit of clear and quantifiable targets a central component of their corporate strategies.

"Organizations want to know what success looks like," says Patricia Carl, CEO of Oakbrook, Illinois-based coaching and consulting firm Highland Performance Solutions. "Goal frameworks ensure that the whole company is moving in the direction of success and everyone understands where they're heading and acts and spends their time appropriately."

82% of 372 executives surveyed by Harvard Business Review Analytic Services in May 2022 believe using strategic objectives is "very vital" or "very critical" to their organization's overall performance.

IMAGINE 1 Objective and key outcomes (OKRs); precise, measurable, attainable, relevant, and time-bound (SMART) objectives; and key performance indicators (KPIs) are among the goal frameworks used throughout sectors across the globe. Although objectives, measurements, and procedures differ throughout these frameworks, they are all intended to simplify and manage goals to enhance growth, alignment, and profitability.

Given the rapidity of change and the ever-evolving nature of employee expectations, achieving the full value of objectives takes a lot of work. Failure to frequently assess strategic objectives might result in collective amnesia about the original aim of a goal. Without a clear road map and established best practices for achieving objectives, employees might get disillusioned and at odds with one another. And in today's fast-paced corporate world, even the most carefully formulated objectives may go by the wayside if executives fail to prioritize them. Consider the following: Fewer than 3% of respondents indicate that all of their strategic objectives have been attained, indicating that pursuing high-level objectives is more difficult than most anticipate. In addition, 53% of respondents to the study indicate that "a little progress" or "some progress" has been achieved in achieving strategic objectives during the last 12 months.

"It's like the old cliché, 'Eat less and exercise more,'" says Christina Wodtke, a Stanford University professor and author of Radical Focus: Achieving Your Most Important Goals With Objectives and Key Results. "It's extremely easy. But is it straightforward? No.” There are, fortunately, methods for firms to reduce the distractions that inhibit teams from implementing strategic objectives and to establish uniform goals and priorities throughout the company.

This report examines the significance of strategic goals in today's fast-paced business environment; the obstacles organizations must overcome, such as time-crunched teams and unclear and inconsistent marching orders; and how selecting the right goal framework, better-integrating goals into the day-to-day efforts of employees, more evenly distributing responsibility for goal setting and tracking, and cultivating a culture that supports goal setting can c

Incompatible Priorities and Lack of Time

Despite a good understanding of the significance of strategic objectives and moderate progress in reaching them, obstacles to effective goal achievement continue to exist. Nearly half of all respondents to the study identified a need for more time and resources as the most significant barrier to achieving objectives.

In a society experiencing major economic problems and a worldwide scarcity of competent people, it seems reasonable that goal setting may not get the attention it deserves. First, many firms avoid adding objectives to an employee's extensive responsibilities list.

Felipe Castro, an OKR trainer and author of The Beginner's Guide to OKR, asserts, "When individuals claim they don't have time for goals, it's because they don't understand what objectives are." "They consider objectives to be additional labor. But they should be a new way of working, not more effort."

Identifying the Success Support Structures

Fortunately, businesses are finding new and inventive methods for achieving goal-setting success, which starts with choosing the appropriate transformation foundation. Eighty-four percent of respondents agree that the technique used by a company for setting strategic objectives has a direct effect on its capacity to accomplish them.

KPIs (57%), SMART objectives (50%), and OKRs (30%) top the list of approaches used by the respondents' firms.

And more than half of respondents (53%) say their firm employs two or more goal-setting approaches.

The Need to Review and Reevaluate

To develop a solid foundation for success, choosing the appropriate goal framework and prioritizing objectives is essential. However, the contemporary corporate environment is in a perpetual state of upheaval, mostly due to a persistent stream of technical, economic, and geopolitical shocks. Despite this, the majority of study respondents (43%) only reevaluate their strategic objectives annually, followed by quarterly (33%) and as-needed (11%).

"The set-it-and-forget-it attitude to objectives is really prevalent," says Castro, adding that many firms create goals "once a year and then forget about them." Highland Performance Solutions' Carl concurs. According to Carl, the difficulty with static goal setting in a changing company environment is that "most people have yet to learn where they will be or what will happen in a year.


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