Which round did you enjoy most? Most people prefer the last round of the game. Why?

Because in the first round, finding the green triangle was too easy, we would get bored if we had to repeat this many times.

In the second round, finding the green triangle was too hard; as a result, we might give up as it felt unachievable.

In the third round, finding the green triangle was a stretch but not a strain. The same principle applies to goal setting. If we make goals challenging without being unattainable, we can find the sweet spot that makes our goals aspirational and increases our performance.

In summary, you can now set reviewable goals driven by you, with the input of your manager, the SE strategy and your Top 5 Responsibilities. Making your goals aspirational, meaningful and progress-based boosts your chances of achieving your Individual Goals.

Do I need to fill in my Top 5 Responsibilities and Individual Goals in Workday? With freedom comes responsibility. My Performance gives you freedom in how you use it (e.g. no timelines), but it also requires the responsibility to do the basics of self-management, that is to have goals and responsibilities.

This chapter has shown how goal setting makes a difference to human performance, which is why it makes sense to have them. Goals and targets are not optional, our standards require us all to connect to the strategy through our Top 5 Responsibilities and Individual Goals.

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