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Organizations and individuals are focused on performance. This shouldn’t come as a surprise. And the good news is … setting goals can help improve performance. In a recent McKinsey article, they cite a survey indicating that 72% of employees feel goal setting is a strong motivator for performance. So, setting goals helps employees and the organization perform at higher levels. It’s a real win-win!

But honestly, goal setting can be a challenge. First, you have to decide what you want to set goals for and then you have to determine what you’re trying to achieve. For example, I might set a goal related to artificial intelligence (AI). Then I need to decide which AI platform, and what exactly is my desired result? Just to get a subscription? Or ask AI a question every day? You see the point. 

Setting goals should be a focused process. So, I wanted to share some articles today that can help with goal setting. 

The Difference Between Knowledge, Skills and Abilities

Recruiters look for knowledge, skills, and abilities (KSAs) during the hiring process. As we talk more about the skills gap, it will be important to understand the difference because the way we obtain knowledge, skills, and abilities can vary. And if we’re an organization trying to figure out how to solve the skills gap that exists within our workforce, then we have to link the right solutions.

Job Seekers Should Focus on Skills Development

Right now, job seekers will want to demonstrate that they are able to use emerging technologies like artificial intelligence. They will want to be able to communicate well to individuals and groups. And it’s essential that the information they communicate is accurate and timely. In today’s job market, I don’t know that it’s an unreasonable request. Job seekers will want to think about how they can convince a prospective employer that they have those skills.

How to Improve Performance Results at Work

Doing our best work isn’t always easy. Maintaining high performance isn’t easy either. But there are a few things we can do to maintain high performance and achieve our professional goals. 

The Difference Between Goals, Objectives and Outcomes

Goals become more relevant if the organization is focused on outcomes first. We spend a lot of time talking with employees about results. And that’s good. But do we spend time talking with employees about outcomes? Do employees know how their goals not only align with the organization’s goals BUT also with business outcomes? Something to consider.

7 Steps for Getting Started with OKRs

OKRs are objectives and key results. OKRs can help organizations identify the goals they want to accomplish and keep them focused on results. Having a consistent process for goal setting and measurement is the first step. Implementing an objectives and key results methodology does take time, so having a roadmap for getting started will help.

We can use KSAs to help us decide what we want in terms of goal setting. We might want to focus on a learning a knowledge topic or practicing a skill that will help us find a new opportunity. Then use the principles behind OKRs to develop goals that are measurable and specific. 

I’m going to end today’s article the same way I started it. Organizations and individuals are focused on performance. This isn’t anything new. Learning how to create good goals and work toward accomplishing those goals will be essential for business success.

Image captured by Sharlyn Lauby while exploring the streets of New Orleans, LA
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13/03/2025 – 12:03 /Sharlyn Lauby
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