Targetdriven

Target-driven is a management and organizational approach that centers on achieving predefined targets or performance indicators. It emphasizes measurement, accountability, and the alignment of actions with strategic goals. The term is commonly used in business and public-sector contexts to describe work practices that prioritize meeting specific quantitative objectives.

Core features include setting SMART targets, cascading objectives across units, real-time dashboards, and performance reviews tied to incentives. Progress is tracked using leading indicators (inputs or activities) and lagging indicators (outcomes), with responses adjusted to keep teams on track. Good practice also involves ensuring data quality and fairness in target setting.

Advantages of a target-driven approach include clearer expectations, improved alignment between strategy and execution, enhanced accountability, and faster decision making. When well designed, targets can motivate teams, focus resources, and accelerate performance improvements.

Criticisms center on potential short-termism, gaming of metrics, and neglect of non-measured aspects such as quality, safety, or customer satisfaction. Unrealistic targets can demotivate staff or erode trust. To mitigate these risks, organizations balance quantitative targets with qualitative measures, avoid per-person quotas, ensure participatory target setting, and provide training and support.

Context and variations: target-driven methods are widely used in sales, manufacturing, project management, and public administration. In education and program evaluation, related concepts take the form of target-driven assessment or performance-based testing, though the term is more commonly linked to organizational performance management than to educational theory.