We've talked a lot about goal setting in our tips over the last six years (most recently, here and here), and we incorporate goal-setting in some form or another into the majority of our training programs.  We all know how important goals are, so why is goal setting such a negative process for so many people?

Let's focus our discussion today to goal setting during a performance review.  Beverly Ballaro gives us the suggestion above to address two types of goals.  First, set specific, measurable goals.  These can be very intimidating, as people can look at the goal and see how easy it is to fail.  To overcome this, Ballaro suggests trying to state these goals as a range instead of a specific number, as these are easier for people to digest when they first see them.  For example, instead of setting a revenue goal of a specific number, say $75,000, instead say "Dana will increase sales between 10% and 20%."  

Second, Ballaro suggest we also focus on character-driven goals that highlight behaviors we want to see continue.  For example, "John will continue his aggressive pursuit of opportunities in previously untapped sectors."  Just be sure you don't focus on any negative behaviors you want stopped at this point.  Always phrase things from the positive perspective; if you can't do so, save those comments for the areas of opportunity you'll address later in the performance review.