Short-term performance targets

Short-term performance objectives are specific and achievable goals that are set for a relatively short period of time.

When we approach the idea of setting performance goals, we enter into the dynamics of setting clear objectives that drive us toward concrete actions. In this process, the main goal is always present, the one that can represent a substantial improvement, such as increasing market share by 25 percent. At the same time, however, it is necessary to set smaller, achievable performance targets.

In leadership and teamwork coaching, these objectives are essential. It is not only about performance measures, but also about skill building. We are not just looking to improve in the traditional sense, but to transform the way the organization functions. This involves management that involves everyone, fostering effective team meetings and problem-solving skills. Objectives must be shared, not imposed, so that they are internalized and move to action.

When setting objectives, it is critical to ask specific questions of the coachee. These questions are guidelines to understand the current situation and determine if the challenges and objectives are clear. It is about understanding the landscape and the skills needed for development.

In addition, reasonable and short-term goals are sought to ensure satisfaction of achievement and positive reinforcement. So that the coachee does not have to wait a long time to feel that he or she is making progress.

In the process of setting effective objectives, it is essential to remember the SMART criteria:

• Specific: they should be clear and specific in terms of what they hope to achieve. The more concrete the objective, the easier it will be to measure progress.

• Measurable: they must be objectively visualized. It should be possible to determine whether the objective has been met using concrete indicators.

• Achie