Business Goals… Let’s play 20 questions!

Goal Setting: Initial preparation breeds long-term confidence and courts organizational buy-in.
Goal Setting: Initial preparation promotes long-term confidence and stimulates organizational buy-in.

It’s not a secret that setting appropriate goals for your company will help guide your organization towards future progress.  However, before you finalize your company’s goals and roll them out to your staff, you may want to consider a few thinking points.

Below are 20 questions that you may want to discuss among your senior leadership team before making your organization’s goals public to your workforce.

  1. What is your vision and how are you going to communicate that to your staff?
  2. How will they be held accountable and rewarded for progress?
  3. Have you sought input from your stakeholders regarding the best path to results?
  4. Why did you choose the goal(s)?
  5. How does the goal(s) benefit your customers, employees and company?
    • What is the resulting consequence for not hitting your goals to your customers, employees and company?
  6. How will you measure progress?
    • What will each department need to do to hit the goal(s)?
    • What will each person have to do to meet the goal(s)?
  7. How will interdepartmental communication need to change to ensure fluidity towards reaching the goal(s)?
  8. What is the timeline to reach your goal(s)?
  9. What are the primary hurdles that can impede hitting your goal(s) within this timeline?
  10. How will your company need to scale to meet the goal(s) and beyond?
  11. What, if any, is the financial impact of meeting the goal(s)?
  12. What, if any, upfront and ongoing capital is required to drive towards the goal(s)?
  13. How will meeting the goal(s) distinguish you from your competition?
  14. What talent is required to meet the goal(s)?
    • Is that talent currently on your bench or do you need to go find it?
    • What will it take to get this talent, what impact will this talent have once on board?
  15. What are the pros and cons to your workforce to meet the goal(s)?
    • Work/life balance
    • Increased income
    • Increased accountability
    • Innovation
    • Teamwork
    • Organizational alignment
    • Interdepartmental communication
  16. How nimble is your approach so that you may redirect or realign when/where needed?
  17. If the company doesn’t hit its goal(s), what changes will need to be made?
  18. How does reaching the goal(s) impact your exit strategy?
  19. How does reaching the goal(s) impact cash flow?
  20. Once the goal is met, what is your next step?

You and your team don’t need to spend a mountain of time on each of these questions, but it is recommended that you have the answers to each before you roll out a large company initiative.   Knowing the answers to these questions as it pertains to your company goal(s) will allow your team to properly shape the goal(s).  It will also create leadership buy-in and provide thought provoking discussions which will lead to answers of the questions the workforce, whom is tasked to carry out the goals, may ask.

Rob Comeau is the CEO of Business Resource Center, Inc.  BRCI is a management consulting company that works with business owners and senior leadership to drive increased revenue and net profit.  To learn more about BRCI, feel free to visit their website at 

Leave a Reply

Your email address will not be published. Required fields are marked *