Relationship of Goals, Expectations, and Standards

Encourage the Heart
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Encourage the Heart
How are goals, expectations, and standards connected with one another? How are they connected to Encourage the Heart?
Goals mainly entail the objectives of an organization, an individual, a government, or any agency. They are set to help act as a guide towards the attainment of something. According to Ogbeiwi (2018), goals are “the foundational blocks that form the base on which organizations and programmes are built.” He continues to write that the adoption of good goals is a crucial aspect that is a characteristic of all organizations that are result-oriented. On the other hand, standards are the rules that have been set to help guide the pursuance and attainment of goals. These provide the model or norm through which goals should be attained. Furthermore, they also help to spell out the quality of the results. After goals have been set, organizations go the extra step of outlining ways in which the goals should be achieved and what will be considered acceptable upon completion. Expectations mainly spell out several things, including what every employee needs to do to help attain the goals set and the acceptable level of quality. These are simply the unsaid but existent things that employees need to be wary of as they work towards actualizing the organizational goals. Therefore, these three terms go hand in hand. There can never be one without the others, or else, failure will be certain.
The terms are connected to ‘Encourage the Heart’ through the idea of leaders or managers recognizing the efforts of their employees as they work towards attaining the set goals. The essence of Encourage the Heart is motivation or encouragement. In an organizational setup, managers set goals, standards, and expectations for their employees. Good managers go the extra step of recognizing the effort employees are putting in their work while encouraging them to continue with the good work. So, even though setting goals, standards, and expectations for employees will get the job done, encouragement and recognition go a long way in having them commit to their duties.
What is the purpose of feedback? Why is it important for leaders to focus on clear standards and provide feedback? Give a specific example from your own experiences.
Feedback mainly seeks to point out what someone is doing right or what someone is doing wrong and how these elements impact their performance. Dye (2017) notes that feedback helps to share people’s strengths and weaknesses. In doing so, the manager usually seeks to find ways to grow or impact the performance of employees.
Focusing on clear standards is crucial for the success of a leader. Doing so makes it easier for the employees to trust their leader. Kouzes and Posner (2017) note that “people simply don’t trust leaders who can’t or won’t disclose or live by a clear set of values, ethics, and standards.” So, as a leader, one has to make sure their standards are clear for everyone to see. With regards to feedback, providing feedback helps employees know how their performance is with respect to the goals set. If it is negative, it helps them know what they need to improve. If t...