Conventional wisdom holds that when you want people to perform at their best you start out by making sure they know what to do. Target setting is usually the point of departure and the well worn acronym SMART seems to take care of it: specific, measurable, agreed, realistic and time bound.
‘Realistic’ itself however, is a moving target.
What is a realistic target when you are dealing with people who are demotivated and have negative attitudes? They counter any suggestion with a ‘Yes, but’ and are skilled at finding reasons why even the lowest targets cannot be achieved. For them any target is unrealistically high!
You can ensure targets are achieved in these circumstances but it usually needs a traditional command and control leadership style. This is heavy handed and rarely provides any of the players with much satisfaction.
Compare the clever, self-driven, achievers: people with ambitions and their own agendas: who regard being told what to do as an attack on their self esteem. They require broad guidelines, resources and freedom to tackle challenging real world problems. Then they want recognition of their success. They would consider SMART targets an insult to their intelligence.
Leading high achievers needs a light touch, with the ability to listen and talk. Leaders must have personal credibility and be able to develop open, trusting relationships. Results can sometimes be unpredictable, but the rewards for everyone can be immense.
Different types of people: different demands on leaders. One size never fits all.
