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Goal Setting

In setting goals, you:


1. Focus on what is most important to accomplish daily, weekly, and yearly
2. Provide a direction for your team
3. Prioritize your workload to focus on critical tasks
4. Motivate your team and boost team members’ overall job satisfaction

Four Tips to achieve your goals

1. Get specific
2. Decide where and when you will act on goal
a. Blocking out time on your calendar
3. Shift your mindset
4. Focus on what you will do, no what you will not

Successful people reach their goals not because of who they are but because of what they do.

Types of Goal

1. Organization-focused goals
a. Unit Goals
b. Individual Goals
2. Personal development goals
3. Long-term versus short-term goals

Some goals are important than other

Critical -> Enabling -> Nice to have

Goal alignment

1. Aligning Goals
Develop Goals

1. Identify potential unit goals


a) Select the Right Goals
b) Brainstorm
 What initiatives do we need to accomplish to ensure success?
 Where can we improve productivity and efficiency to make the biggest difference?
 What do our customers want from us?
 How is the marketplace changing? How could we respond?
c) Seek outside input
 Talk to people throughout your organization.
 Find out how work toward your goals will affect other groups
 Keep people in other departments informed.
 Solicit input on difficult judgment calls.
 Build trust by being open about your plans and concerns.

Collaboration is the key to setting the right goals—and meeting them.

2. Prioritize unit goals


3. Set challenging goals
a) Set challenging but achievable goals.
4. Art of stretch target
a) Setting stretch goals is a tricky process, but done properly, it can create serious momentum
in your organization.
5. Balance quantitative and qualitative goals
6. Make goals SMART

a) Specific. Clearly defines the details of what is to be accomplished.


b) Measurable. Gauges success using either quantitative or qualitative assessments.
c) Action-oriented. Identifies concrete behaviors or processes.
d) Realistic. Can be achieved given existing constraints, such as time and resources.
e) Time-limited. Is accomplished within a specific time frame.
A large goal doesn't have to overwhelm your team. Break it down into smaller pieces and consider
risks, and you improve your chances of success

7. Coach employees
8. Align individual and organizational goals
a) Ensure that all team members are clear about unit goals, their individual roles, and your job
expectations for each.
b) Ask them to use the SMART criteria to draft—or modify—their individual goals.
c) Negotiate the details on commitments to particular goals, including your role in supporting
them in achieving each goal.
d) Develop clear descriptions of what team members are expected to do, confirm that
everyone knows who is responsible and accountable for each goal, and tie performance
evaluations to accomplishing goals.

Tips for helping your team members to set goals


 Give as much control and input as possible to your direct reports in developing their own
goals. Be especially sensitive to their suggestions on time frames.
 Give your employees adequate resources and authority to do the job. Make sure that
others are supportive, too.
 Encourage your employees to consider goals that require additional training. Follow
through on getting them trained.
 Involve your employees in deciding how to recognize goal achievement.
9. Set development goals. By this you can achieve
a) Improve job satisfaction.
b) Increase productivity.
c) Reduce turnover.
d) Cut costs.
e) Increase innovation.

Give your employees reasons to enjoy coming to work. Create goals for them and reward
their successes.
10. Develop yourself
Communicate Goals

a) What is it that only you can do to accomplish unit goals?


 Unit goals, or components of unit goals, that require your specific skills, such as setting a
budget or determining staffing needs.
 Goals that support your contributions to team members’ goals, such as providing data to
be included in a proposal or coaching individuals on accomplishing certain tasks.
 Goals that involve communicating your unit’s activities throughout the broader
organization, such as securing resources for your team and integrating the unit’s goals
with those of other units.
b) How can you help accomplish organization-wide goals?
c) What do you want for yourself?
 When your work is consistent with your values, you bring focus, passion, and
commitment to the job.
 Setting goals in all four domains of your life—work, self, home, and community

How Public Support Changes the Game: Making goals public can be a powerful motivator
for getting team members to support each other.

Accomplish Goals

1. Stay on track
a) Focus on specific targets (Start with small, specific goals)
Setting Your Goals Without Jargon - Avoiding business jargon helps to set goals that can be
achieved and measured
b) Break goals into tasks
 Divide Task
 Measure Result
 Determine Resources
 Establish Timeframe
 Set Milestone
c) Establish performance metrics
 Five Ways To Measure Performance
i. Use counts when your population size doen’t change
ii. Use percentage to measure a dynamic population.
iii. Use sum and totals for continuous measures
iv. Use average to understand degree
v. Use ratio to measure rates of productivity
KPI: Objective evidence of the degree to which a performance result is occurring over time
d) Identify obstacles and solutions
 Share your goals with colleagues and friends. In addition to being supportive, they may
have ideas for how to accomplish them.
 Create goals that are compatible with one another. Conflicting goals compete for your
attention.
 Work with goals that give you and others the greatest sense of accomplishment.
 Spend priority time on completing the tasks that relate to your most important goals.
Ignore the urge to focus on items that are urgent but not important.
 Be persistent about working toward your goals. When you hit snags, remind yourself of
the benefits of reaching your target.
 Be flexible about how you accomplish your goals. If changes occur that are out of your
control, revise your unit's project list to reflect the new circumstances—you will increase
your chances of achieving your aim.
 Don't be afraid to ask for help—from upper management, direct reports, or other
stakeholders. When you reach your goals, everyone benefits.

e) Avoid pitfalls
 Neglect non-goal areas
 Engage in unethical behavior
 Take unacceptable risks
 Rely on incentives and rewards.
 Focus only on short term
f) Foster achievement
 Any company that strives to be innovative must allow for failure. Making mistakes means
you're taking risks—which is critical to innovation.
g) Encourage ownership
 Involve your direct reports in setting goals and determine how to achieve it.
 Discuss your organizational goal and how your unit can help realize them
 Once you and your direct reports agree on measurable goals, make it clear who is
responsible for each component
h) Raise the Bar
 Learn from past and set the tighter next time.

Monitor progress

i. Review upcoming tasks and required resources.


ii. Update everyone involved as you make progress toward each goal.
iii. Revise completion dates when necessary, then review the impact on later tasks and adjust those
accordingly.
iv. Modify any goals that no longer create value. However, be sure to get buy-in from others involved
before you do.
 Are they still realistic?
 Are they still timely?
 Are they still relevant?

1. Identify impact
a. Confirm that others agree the goal was accomplished and the expected impact was achieved.
b. Examine how the goal was achieved.
c. Identify what was successful and what you would change in the future.
d. Evaluate the goal’s organizational impact with your team and others affected by it. If the
impact did not meet your expectations, decide whether you overestimated the goal’s
potential benefit.
2. Capture lessons
a. If a goal was too easily achieved, make future goals more challenging.
b. If a goal took too much effort, make new goals a little easier.
c. If a goal was unrealistic, make sure that new goals better reflect the available time and
resources.
d. If you noticed a lack of skill while pursuing a goal, make attaining those skills a goal for the
future.
e. If team members lost motivation, find ways to engage them in developing new goals and
continually communicate the goals’ value to your unit and organization.
3. Sustain achievement
a.