Goal-oriented leadership is more than just setting targets – it’s a powerful combination of clear goals, everyday conversations, and continuous feedback.
In one of my eBooks, I share a story from when I first started coaching junior football. We arrived at the first training sessions without much of a plan – I figured that since I had played football most of my life, I could surely coach it too. It quickly became clear that without a plan and ongoing follow-up, our results would always fall short of our potential.
I often think of this story when I hear the term goal-oriented leadership. Too often, I hear stories of goals set in January – and not revisited until December, only to realize they haven’t been acted upon. We set goals just because the process demands it.
Are We Carrying Stones – or Building a Cathedral?
Someone once shared a quote with me that has stuck with me ever since:
“Are we just carrying stones, or are we building a cathedral?”
This perfectly sums up why strategies often fail and why leadership doesn’t always deliver its full potential. We’re so busy carrying stones that we forget what we’re actually building.
Making Goals Meaningful in Daily Work
Goal-oriented leadership means goals have real meaning in daily work. They’re not just set because the process requires it – they’re embedded in the rhythm and rituals of the team.
It’s not about annual reviews or occasional check-ins, but about a consistent rhythm that brings focus and clarity to the team’s efforts.
In goal-oriented leadership, goals are actively linked to everyday dialogue and feedback. When goals, conversation, and feedback go hand in hand, they lead to learning, engagement – and ultimately, better results.
How to Build Effective Goal-Oriented Leadership
Goal-oriented leadership isn’t complicated – but as we know, even the simplest things can be hard to implement in practice. Here are three habits that I’ve seen work in real teams:
1. Create a Clear Structure for Setting Goals
With my team, we plan a light offsite twice a year to reflect on past goals and set new ones for the coming six months. The aim is that when the trip is over, everyone knows the direction we’re heading and their role in it.
2. Agree on a Consistent Follow-Up Rhythm
Goals need regular dialogue and interaction. In our team, we review goals in weekly team meetings and bi-weekly 1:1s. This helps us stay proactive and adjust as needed – goals stay alive in our everyday work.
3. Give Feedback Whenever You Can
Continuous feedback supports progress and strengthens psychological safety.
It’s About Culture – Not Just Process
Many teams skip goal-oriented leadership. Not because it’s difficult – but because everyday work takes over. We’re too busy carrying stones, or the culture doesn’t support goal-focused dialogue.
Goal-oriented leadership is first and foremost a culture – one where goals are clear and discussed regularly and meaningfully.
I believe we waste a huge amount of potential by not getting the basics right. Great leadership isn’t soft – it’s at the heart of the business.
Humbol Makes Goal-Oriented Leadership Easy
Humbol is a leadership tool that brings goals, dialogue, and feedback naturally into everyday work. It enables prepared, continuous, and impactful leadership – without administrative overload.
If you’d like to hear more about goal-oriented leadership or how Humbol can support your team, book a time in my calendar – let’s talk!