Hey folks, Sarah here from Manager Tools, and you guessed it, because we're getting ready for the

new year and you yourselves are thinking about all of those things that you must accomplish in

26. Today we're going to visit you with a classic Manager Tools recording, a podcast that we

always release around this time of the year, coming you today with assumptive goal setting.

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you proven tools for one-on-ones, feedback, coaching, and delegation. Skills you'll use every day

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Welcome to Manager Tools.

Today's topic, Assumptive goal setting.

Here we go.

Here we go. Now surely we've spent some time talking about the importance of goals in the past, right?

I mean, I mean, oh, I hope so.

We've done this for, I don't know, we've done this for a while.

They're big.

But it's really funny how many people don't want to have to set goals, yet they expect all sorts of publicly visible people and organizations and institutions to do just that, right? And we expect our governments to live within their means, which of course requires goals and planning and things like that. Budgets, right? Right. And we expect our teams to wins, which surely they would not do if they weren't sending goals of winning, right? Right. We expect our companies to meet their budgets so we can get our raises and all the kind of

and get the budget we like every year and perform as they say they will.

All those things take goals.

And how can we ask not to be held accountable for achieving goals while simultaneously expecting

the institution we work in to have enough cash available to pay us

when they say they will.

You know, paying on time as a goal.

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