Setting short-term and long-term leadership goals

There may not be an I in team, but there is an I in disengaged.

What does this have to do with leadership? Well, regardless of what, why, and where you lead, you—as the leader—are directly responsible for the engagement of those who follow you. Whether you’re leading a family, a class, or a corporation, leadership means inspiring others to achieve certain outcomes.

It is up to you to decide whether you are leading positively or negatively and whether you choose to focus on engagement or merely output.

Being a leader is hard work. It requires focus, commitment, balance, and understanding to pursue. But as a leader, you are given the responsibility to guide a group in the best way you can.

While you may have a unique set of management skills that differentiate you from others, it’s important for every leader to possess the following leadership goals:.

What are Short-Term and Long-Term Goals?

A short-term goal is something you want to do in the near future. The near future can mean today, this week, this month, or even this year. A short-term goal is something you want to accomplish soon.

A long-term goal is something you want to do further in the future. Long-term goals require time and planning. They are not something you can do this week or even this year. Long-term goals usually take 12 months or more to achieve.

Goals in Leadership

Quality leadership is centered on being responsible, having integrity, and bringing out the best in others. While decisions are not always easy, and employees will occasionally not agree with your standards or regulations, good leaders will still retain the trust and confidence of their staff.

While these qualities are noteworthy, being able to set and follow through with short-term and long-term goals are also key elements of what makes a strong leader.

Before implementing these goals, leaders should ensure that all of their team members are on the same page and fully aware of what you are trying to accomplish. Hold regular meetings to not only inform your staff once but also to continually remind them and support them through the process. Here are reasons why setting goals at your organization is important:

• Short-term: These goals build up your team’s confidence and spirit. Achieving individual or collective benchmarks in the short-term will help your team feel like they are doing a great job. It will also help you understand their strengths and weaknesses.

• If you are new to the position, these goals will demonstrate to your staff your expectations and leadership style without causing significant friction.

• Long-term: Once you have established and attained several short-term goals, you can begin implementing a few long-term objectives for the team.

For example, one long-term goal could be to drastically change your child care facility’s schedule or curriculum to better meet your children’s needs. Long-term goals are vital for continually improving the quality of care your facility provides.

Conclusions

It may take years to accomplish a long-term goal. Setting and achieving short-term goals will remind you to be persistent.

Everyone has a different path to success, but those who can set clearly defined short-term goals and continuously achieve them will have the stamina to remain on course to achieve their long-term goals.

It is important to make a list of all of your long-term goals and write them down. Underneath each one you should write down the steps that it will take to get there. These are your short-term goals. Stick to your plan and work toward your long-term goal one step at a time. Each time you accomplish a short-term goal, you are one step closer to achieving your dream.

Vishal Kumar served in the Indian Navy as a ship navigator. He is currently a graduate assistant at the Career Center at Charleston Southern University and is completing an internship with a Mediterranean Shipping Company (MSC). He is entering his second year pursuing a Master of Arts in organizational leadership.

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