I love WIG’s — Wildly Important Goals. You should too.
Several years ago, I took The 4 Disciplines of Execution course from FranklinCovey. The course was mostly about setting up the foundation, through goals, of excellent execution. The course covered how to build goals, measurement systems, and how to determine an objective’s importance. It’s a good course.
But what fascinated me were WIG’s.
Here’s the underlying premise: in their work, people can only concentrate on 2-3 big goals over a long period of time. A period of time such as a year — the time frame for an annual review. Any more goals than that become a distraction.
Wildly Important Goals are simply defined: if we don’t do X goal, we will fail.
It’s wildly important because if we don’t do it, we will fail.
WIG’s Drive Employee Engagement
When your sole work role is to complete one or two Wildly Important Goals, your attitude toward work changes in a lot of ways:
I had the opportunity as a manager to implement Wildly Important Goals for one review period with my group. initially, it was a little hard to determine what was wildly important — compared to just important (the enemy of “great” is “good”) — but once we did and got moving on the goals, some great things happened:
Wildly Important Goals won’t work in every environment, something that I’ll write about next. But what fun it was to have a group of people heavily engaged in their goals, knowing it was critical to the team, and performing well.
What’s Wildly Important in your life that needs to be done?
Scot Herrick is the author of “I’ve Landed My Dream Job–Now What???” and owner of Cube Rules, LLC. Scot has a long history of management and individual contribution in multiple Fortune 100 corporations. In 2005, Scot started sharing these hard lessons at CubeRules.com, a site devoted to Career Advice for knowledge workers, whom he calls Cubicle Warriors.