How Can You Plan and Execute Your Corporate Goals Effectively?

Corporate Goals

Achieving corporate goals really boils down to a two-part process – planning and execution. Each segment is contingent upon the other; without a sound business plan, your ability to put it into action will be irrelevant and with a sound business plan, your inability to execute will render it useless.

Focusing on the latter, you have spent a significant amount of time developing your business plan. There are short- and long-term goals, and you’ve outlined the necessary strategies, priorities, and activities to support it. With that in place, it’s time to look at your team. Who are the people that will put your plan into action? Do they play to win – or to not lose?

Every working environment has a variety of personalities, each with their own strengths and weaknesses. When it comes to performance and motivation, they can be divided into two groups:

  1. Promotion-Focused
  2. Prevention-Focused


Promotion-focused individuals play to win. They view their goals as steps leading toward something to gain, such as advancement and impending rewards. They are creative, shoot for the sky, chance-takers who work quickly. These same characteristics can leave them more susceptible to mistakes as they may not think things through or prepare a backup plan.

Identifying traits include:

  • Work quickly
  • Generate lots of ideas
  • Open to new opportunities
  • Optimism
  • Prepare only for best-case scenarios
  • Need positive feedback and lose motivation without it
  • Feel dejected when plans go awry


Prevention-focused individuals play to not lose. They view their goals as responsibilities and prefer to take the safe route. They are meticulous and thorough in their work and secure their position by not rocking the boat. Creativity may not be their strength, but problem-solving and analytical skills are top-notch. Working hard and being careful to avoid mistakes are important to them.

Identifying traits include:

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  • Work slowly and intentionally
  • Tend to be precise
  • Stressed by quick deadlines
  • Stick to what’s known or proven
  • Prepare for the worst
  • Shy away from optimism and praise
  • Feel anxious when plans go awry

A good manager understands that “one-size-fits-all” is not an effective approach when it comes to managing people. Recognizing your type and that of your employees can help you to perform your job more effectively and help them to reach their potential as well. It’s an opportunity to focus on attributes, build on team strengths and bridge gaps to produce a more cohesive team.

Motivational Fit

Another way of utilizing this awareness is to apply it through your hiring process. What social psychologists describe as “Motivational Fit” is a primary factor in determining whether an individual will stick with a job. Even in a working environment with good wages, benefits, a flexible schedule, and friendly coworkers doesn’t guarantee happiness doing a specific job.

There are a number of inherent and external aspects that can help to identify your employee’s motivational fit, however, and asking specific questions during the interview is the best place to begin.

  • What aspect of your work gives you the most sense of achievement and satisfaction?
  • What has been the most frustrating and unsatisfying part?
  • Have you ever held the position of (fill in) before?
  • What did you like most about it?
  • What did you like least about it?
  • What caused you to leave that job?
  • What would interest you in a similar position?

Putting the right people in the right seats is at the heart of developing and maintaining a high performance company. Finding people with a mentality of “play to win,” will add to your company’s ability to grow and adapt to the challenges of an ever changing world.