How Managers Can Set Goals for Themselves

Taking Cues from Reid Hoffman’s book, "The Alliance"

The importance of setting precise, achievable goals cannot be overstated. For managers, this responsibility extends beyond just setting team targets – it's about self-improvement and professional growth. Reid Hoffman’s book, "The Alliance," offers a fresh perspective on modern employment, centering around the idea of a mutual alliance between employees and employers. Let's explore how its themes can inspire managers to set meaningful personal goals.

1. Tour of Duty Mentality

• Embrace Different Phases: Just as Hoffman suggests that employees should think of their careers in terms of “tours of duty,” managers can segment their own growth into specific phases. Each phase could focus on a skill or area of expertise they wish to master. This phased approach makes it easier to set milestones and evaluate progress.

• Commitment to Evolution: A tour of duty is a mutual commitment to evolution, where both parties benefit. Managers should set goals that not only advance their personal growth but also add value to the organization.

2. Establish Transformative Relationships

• Network Widely: A goal for every manager should be to continuously expand and nurture their professional network. Building transformative relationships can lead to personal growth, knowledge sharing, and career opportunities.

• Mentorship Goals: Committing to either mentor someone or seek a mentor is an excellent goal. This mutual relationship can catalyze personal development and open doors to new experiences and learnings.

3. Invest in Lifelong Learning

• Stay Curious: One of Hoffman’s core ideas is that the most successful individuals are those who remain learners for life. Managers should set yearly targets for the number of books read, courses taken, or seminars attended.

• Cross-Functional Exposure: Goal-setting should include learning about areas outside one’s direct domain. This broadens perspective and helps in understanding the holistic view of an organization.

4. Transparent Conversations

• Seek Feedback: A good manager sets a goal to continuously seek feedback from peers, subordinates, and superiors. It's through honest and transparent conversations that managers can identify areas of improvement.

• Transparent Self-evaluation: Managers should dedicate time periodically to introspect and evaluate their performance against set goals. This transparency with oneself can be the bedrock of genuine self-improvement.

5. Adaptability and Evolution

• Embrace Change: One of the primary lessons from "The Alliance" is the inevitability of change. Managers should set goals that enhance their adaptability to changing environments, technologies, or organizational structures.

• Invest in Emotional Intelligence: In a world that’s rapidly changing, emotional intelligence becomes paramount. Set goals to improve EQ through workshops, reading, or counseling.

In conclusion, taking inspiration from "The Alliance," managers can frame their personal growth in a way that's progressive, aligned with organizational goals, and adaptive to the ever-evolving corporate landscape. It's about setting forth on multiple tours of duty, each one a step closer to personal and professional fulfillment.