Superordinate goals galvanize and excite people. They give people a cause that they can rally around. The downside is that they can play with people's emotions; they can be a source of cynicism in that they are nothing more than rhetoric. The solution is goal setting. Specific high goals make the superordinate goal concrete. They make clear what people have to do to make the superordinate goal a reality. To gain goal commitment, one must understand the outcomes that people expect from attaining the goal. If the outcomes are positive, goal commitment is likely. In addition, leaders must be sensitive to the signals they send that may be misinterpreted by others as lack of support for the goals. In addition, they have to make people aware that what they accomplish in relation to goal attainment is both noticed and appreciated. However, to minimize groupthink regarding the goals that are set, leaders must also encourage dissent with the goals. Finally, leaders must ensure that the measurement system is aligned with the goals. If there is a misalignment, dysfunctional behavior is all but guaranteed.
