There’s a recent paper from Harvard Business School with the great title “Goals Gone Wild”

http://hbswk.hbs.edu/item/6114.html

Working Papers
Goals Gone Wild: The Systematic Side Effects of Over-Prescribing Goal Setting
Published: February 11, 2009
Paper Released: January 2009
Authors: Lisa D. Ordóñez, Maurice E. Schweitzer, Adam D. Galinsky, and Max H. Bazerman
Executive Summary:

For decades, goal setting has been promoted as a halcyon pill for improving employee motivation and performance in organizations. Advocates of goal setting argue that for goals to be successful, they should be specific and challenging, and countless studies find that specific, challenging goals motivate performance far better than “do your best” exhortations. The authors of this article, however, argue that it is often these same characteristics of goals that cause them to “go wild.”

worth a read.!

There’s a recent paper from Harvard Business School with the great title “Goals Gone Wild”

http://hbswk.hbs.edu/item/6114.html

Working Papers
Goals Gone Wild: The Systematic Side Effects of Over-Prescribing Goal Setting
Published: February 11, 2009
Paper Released: January 2009
Authors: Lisa D. Ordóñez, Maurice E. Schweitzer, Adam D. Galinsky, and Max H. Bazerman
Executive Summary:

For decades, goal setting has been promoted as a halcyon pill for improving employee motivation and performance in organizations. Advocates of goal setting argue that for goals to be successful, they should be specific and challenging, and countless studies find that specific, challenging goals motivate performance far better than “do your best” exhortations. The authors of this article, however, argue that it is often these same characteristics of goals that cause them to “go wild.”

worth a read.!

I feel this should be a banner in every CEO’s office. I’m currently writing a proposal and you hit on a number of arguments that I would happily point to as evidence that I am not blowing smoke. I saw it best on Twitter the other day – someone said social media ROI is not Return On Investment BUT Return on Involvement.

Why do you think it is difficult for companies to past the numbers?

I feel this should be a banner in every CEO’s office. I’m currently writing a proposal and you hit on a number of arguments that I would happily point to as evidence that I am not blowing smoke. I saw it best on Twitter the other day – someone said social media ROI is not Return On Investment BUT Return on Involvement.

Why do you think it is difficult for companies to past the numbers?