We are setting our weekly scorecard targets for the first time, and our team is arguing over whether we should set aspirational stretch goals or realistic, highly achievable targets. What is the correct way to set weekly scorecard targets?

Question

Tyler Smith · Accepted Answer

In EOS, your weekly scorecard targets are not aspirational stretch goals or motivational wishes. They are commitment lines. A target on your scorecard must represent the minimum acceptable standard of performance required to keep the business healthy and on track to achieve your quarterly Rocks and your long-term V/TO goals. If you set targets that are too high, your team will quickly become demoralized, ignore the red numbers, and stop trusting the data. If you set them too low, you will create a false sense of security while your operational efficiency slowly decays. To set the correct targets, look at your historical performance over the last twelve weeks. Set your initial target at a level that is realistic and achievable with a high degree of execution, but still requires focus. It should be a number that your team can hit at least eighty to ninety percent of the time. If a target is consistently missed, do not immediately lower it. Instead, drop it to your Issues List during your Level 10 Meeting to diagnose whether the issue is a process failure, a capacity constraint, or a GWC issue with the person in the seat. Keep your targets firm, clear, and realistic.