My objectives dilemma
For those in formal employment, the start of the year is often filled with one recurring theme: objectives. Personal objectives, team objectives, organizational objectives—it’s all about setting the tone for what needs to be achieved. Depending on your role and level of responsibility, these objectives can vary in significance and visibility.
For a long time, I never had to think about objectives in a structured way. My career path has not been conventional, and for many years, my work didn’t require formal appraisals or goal-setting exercises. My first real exposure to structured objective-setting came much later, in my 40s.
I remember my hesitation when I was asked why I wasn’t keen on management roles. My answer was simple: I didn’t want my deliverables to depend on other people. What I didn’t realize was that managing people and ensuring their success was part of the deliverables.
The Challenge of Setting Objectives for the First Time
When I finally had to set objectives, I was completely unprepared. I had just started a new job at the end of the year, and suddenly, I was expected to define what I wanted to achieve in the next 12 months. The problem? I was still figuring out my role! For the first three months, I was simply trying to understand my responsibilities, my colleagues, and how everything fit together.
Because I had never done this before, the whole process felt abstract—almost unrealistic. As an assistant, much of my work was reactive. How could I set objectives when my tasks largely depended on what others needed from me?
Lessons Learned
Looking back, I realized I had been thinking about objectives in the wrong way. Even in a reactive role, there are proactive elements. There are always things you can improve, streamline, or build upon. Here’s what I learned:
- Every Role Has Proactive Elements – Even if your work is largely support-based, there are always processes that can be improved, initiatives you can take on, or skills you can develop.
- Ask for Input – If you’re new to a role, ask colleagues or managers what they see as key objectives for your position. Their insights can help guide your goal-setting.
- Look at Career Growth, Not Just Tasks – Objectives aren’t just about getting things done; they’re about where you want to go. Think about what will help you grow professionally.
- Use Objective-Setting as an Onboarding Tool – If you’re starting a new role, ask the person who had the job before you: What do you wish you had time to do? What would you do differently if you were starting this job again? Their answers can shape your objectives.
- Don’t Let a New Job Hold You Back – Even if you’re still settling in, set small, achievable goals for the first few months. Adjust them as you gain more clarity.
Setting objectives can feel overwhelming at first, but it’s an essential part of career development. And if, like me, you come into it later in your career, don’t be discouraged. It’s never too late to start being intentional about your growth.
