Goal Orientation and Performance

I'm obsessed with understanding human behavior and potential. In doing some research on procrastination and performance I came across an interesting article about what factors influence the types of goals we set? In summary:

First - Individuals who have an interest in a topic or task are more likely to persist, be emotionally involved and focus their attention more easily on the task.

Second -There are two primary Goal Orientations.

A) Mastery Goal Orientation (MGO), otherwise known as a Learning Orientation, and

B) Performance Orientation (PGO), sometimes called Ego Orientation.

The two orientations contrast in fundamental ways. Mastery-oriented individuals seek to develop their competence and improve their abilities. In contrast, Performance-oriented individuals seek to demonstrate their competence and/or avoid revealing their incompetence.

Furthermore, some psychologists also add an approach vs. avoidance dimension to the Performance Orientation, such that Performance-Approach people seek to demonstrate competence, and, not surprisingly, Performance-Avoidance people seek to avoid revealing incompetence.

I loved this article because it is in clear alignment with My-Noodle franchisee-franchisor compatibility and performance indicator software. We'll talk more about My-Noodle assessment in another blog. Suffice it to say the Performance-Approach and Performance-Avoidance are measured within the My-Noodle assessment.

Here is the link to the article on goal orientation from a Psychology Today blog written by Timothy A. Pychyl, Ph.D.

How to Build a Powerful Sales Force

By Mark Whitmer, Regional Services Director - CENTURY 21

Left to their own devices, will your sales associates take massive action to increase their business generation activities? Does it seem that people tend to procrastinate when they don’t know exactly what to do? How do you solve that problem? Whether you’re a Broker or Manager, it is leadership that your sales associates desire.

If you want your sales associates to experience massive success over the next twelve months, leaving it up to them to provide their own ideas and solutions may lead to poor performance and them being a flight risk to jump to another company. Massive success! Yes, they want it. Many may have a hard time getting started. They need to be guided by their leader so they can grow strong. Solution? Coach them.

In 2009 and beyond… Coaching will Become Critical

(Illustration: The more production agents do the more they need to be supported in a way that will guide their growth. Coaching is the application and it must be consistent. New ones need leadership appropriate to their capabilities and business processes while others require coaching on systems to develop and manage multiple business generation sources.

Coaching can make sure that the right agents get engaged in the business and achieve more closings. Here are some examples of what a Broker or Manager can do to get started.

Ask for and get a commitment on each agent’s plan for reaching their goals on the following:

• What top source(s) will they focus on that will get them the closings they desire?


• What will be their activity or offer to each source?


• How will they contact them and get appointments?


• What is their minimum commitment of contacts/appointments every week?


• What skills, systems, and disciplines are required?

No matter how much we want success to happen for them, only they can motivate themselves. How? Begin by asking them to answer what they want and why they want it. Unless they have incredible motivation, they probably always do what they’ve always done.

Sales associates need a courageous leader, as their Broker or Manager, that’s why they work for you. Give them what they desire.

All we have to do is help them get what they want.