Each unit had its own target; no one carried the company target. Numbers multiplied; when they conflicted, no one dropped one.
A target structure is not a motivation sentence. It is tying the shared priority to a number, and not letting unit targets crush it.
Targets sat side by side and did not support each other. The performance conversation turned into unit defense.
What remained on the table
- Three company numbers
- Unit targets tied in
- Conflicts removed
- A shared performance language
Next step
Is there a decision on the table?
Let’s read it together. In a short conversation with your management team, we name what needs to become clear.