Systemic consultation and goal setting

Over two decades of empirical research conducted within a positivist
framework has shown that goal setting is a particularly useful method
for influencing task performance in occupational and industrial
contexts. The conditions under which goal setting is maximally
effective are now clearly established. These include situations where
there is a high level of acceptance and commitment, where goals are
specific and challenging, where the task is relatively simple rather than
complex, and where progress is regularly monitored. Participation in
goal setting has also been found to be vital for enhancing performance.
Setting both individual and group goals improves performance
providing both sets of goals are compatible. In this paper these
findings, constructed though the lens of goal theory, are considered
from a social-constructionist perspective and their implications for
systemic practice are outlined.