Goal Setting That Actually Works

Maggie Ellis

Hey everyone, welcome back to Being Disruptive! I’m Maggie Ellis, and I’m here with the one and only Darren Colby. Today, we’re talking about goal setting that actually works. Not the kind where you scribble something on a sticky note and forget about it, but the kind that gets real results.

Darren Colby

Yeah, and let’s be honest, most goals flop because, well, people don’t even know what the goal is supposed to be. Or they just don’t care. I mean, I’ve seen it a hundred times—someone thinks they’re on the same page, but they’re reading a totally different book.

Maggie Ellis

Oh, totally. That reminds me of my first team project out of college. We had this big objective, right? But nobody actually clarified what “success” looked like. I thought we were supposed to automate this one process, but half the team thought it was just about documenting it. We spent, like, three weeks working in circles. It was a mess. I still cringe thinking about it.

Darren Colby

That’s classic. And it’s exactly what George Horvat talks about—if you don’t understand the goal, or if it doesn’t mean anything to you, you’re not gonna hit it. People develop their own interpretations, and then you get chaos. So, step one: make sure everyone actually gets what the goal is and why it matters.

Maggie Ellis

Right, and it’s not just about saying it once in a meeting and hoping it sticks. You gotta follow up. Like, send a recap email, jot down notes, whatever works. I always try to number my notes so I can refer back. And if you’re leading, you need to check that everyone’s on board, not just nodding along because they want the meeting to end.

Darren Colby

Yeah, and those regular check-ins? They’re not just for micromanaging. They’re for making sure nobody’s gone off the rails. I mean, I might be wrong, but I think most failed projects I’ve seen could’ve been saved with a couple of honest check-ins and some follow-up notes.

Maggie Ellis

And don’t forget, if you don’t have handouts, take your own notes. Seriously, future-you will thank you. I’ve learned that the hard way. Where was I going with this? Oh right—clarity and relevance. If people don’t see the benefit, they’re not gonna care. So, make it meaningful, and make sure everyone knows what’s expected.

Darren Colby

Alright, so let’s say you’ve got everyone on the same page. Now comes the hard part—actually sticking to the goal. I’m a big fan of realistic deadlines. Not the “let’s get this done by Friday” when it’s already Thursday afternoon. Set a date that makes sense, and then use reminders—digital dashboards, sticky notes, whatever keeps it top of mind.

Maggie Ellis

Yeah, and don’t just set it and forget it. You gotta update yourself and whoever’s waiting on you. I mean, if you fall behind, don’t wait until the last minute to say something. I always tell my teams, “Bad news early is better than bad news late.”

Darren Colby

Exactly. And motivation is a whole other beast. People need to feel like they own the goal. If it’s just “the boss’s project,” nobody’s gonna care. But if you give them some ownership, let them be a little radical, suddenly it’s their project too. I remember at one manufacturer, we put up this simple digital dashboard—just a big screen with progress bars. It was nothing fancy, but people started checking it every day. It became this thing where everyone wanted to see their section move forward. Morale shot up, and so did results.

Maggie Ellis

That’s awesome. Recognition goes a long way, too. Even just saying “thank you” for the small stuff. I know it sounds cheesy, but people work harder when they feel appreciated. And honestly, keeping things informal helps. If you’re breathing down everyone’s neck, they’re just gonna do the bare minimum. But if you create a space where people can speak up, share ideas, and even mess up without getting roasted, you get way better results.

Darren Colby

Totally. And don’t forget, not everyone’s motivated by the same thing. Some folks want public recognition, others just want to know you’ve got their back. You gotta get to know your team. I mean, macro-management—just treating everyone the same—never works. It’s like, uh, trying to fix every machine with the same wrench. Doesn’t work, trust me, I’ve tried.

Maggie Ellis

Ha! I love that analogy. And yeah, give people a chance to be creative, too. Sometimes the best ideas come from the quietest person in the room, but only if you give them space to speak up. So, keep it supportive, keep it flexible, and keep those reminders coming.

Maggie Ellis

So, you’ve set the goal, kept everyone motivated, and now it’s time to show what you’ve done. This is where presentation matters. I always say, “A picture tells a thousand words.” Use visuals—charts, before-and-after photos, whatever makes the results pop. People lose interest fast if you just drone on with words.

Darren Colby

Yeah, and when you’re presenting, be enthusiastic. Take pride in the work, but don’t get defensive if someone gives you feedback. I know it’s tempting to explain yourself, but sometimes you just gotta listen, take notes, and say thanks. That’s how you grow.

Maggie Ellis

Exactly. And after the presentation, don’t just move on to the next thing. Take time to reflect. What worked? What didn’t? Share your experience with the group. I read about this manufacturing firm that started doing after-action reviews—just quick sessions to talk about what went well and what could be better. It totally boosted their innovation and collaboration. People started sharing ideas more, and the whole team got better, not just the project.

Darren Colby

Yeah, I’ve seen that too. Reflection is underrated. We’re all so busy chasing the next goal, we forget to look back and learn. But that’s where the real improvement happens. And honestly, it’s how you build a culture where people aren’t afraid to try new things, because they know it’s okay to talk about what didn’t work.

Maggie Ellis

Alright, I think that’s a good place to wrap up. If you want goals that actually work, start with clarity, keep everyone motivated and accountable, and don’t skip the reflection. We’ll be back next time with more on being disruptive in leadership. Darren, always a pleasure.

Darren Colby

Right back at you, Maggie. Thanks everyone for listening. Go set some goals—and actually finish them this time! See you next episode.

Maggie Ellis

Bye everyone!