Done well, individual goal setting creates focus. Done poorly, we create confusion. Here's 5 "how to's":
1. Begin with the end in mind:
Set the organizations objectives and goals before we inflict different goals and objectives on our people. The board or the management team must be able to write a clear statement of goals and objectives for the organization. Start there and drive down.
2. Keep it simple:
Keep it simple #1: Organize Goals and Objectives into three buckets:
Deliver the Numbers
Create the Future
Develop our People (including yourself)
Keep it simple #2: Set 2 or 3 goals and objectives for each topic. Make 'em specific. Then stop before you complicate it. Less is more. A small number of specific objectives demands accountability and leads to responsibility. Complexity leads to obfuscation.
3. Use it or lose it:
Its actually so obvious its a little scary. The goals and objectives are the agenda for business discussion. So a well crafted set of goals and objectives will be discussed regularly. Goals and objectives should be the main conversation.
4. Luke, use the force!
Ask people to draft their own goals and objectives. Review it with them and discuss. Do our people understand the direction as well as we think they do? This may be the most important discussion you have with your group.
When its time for the review, ask the individual to write a self evaluation first. Write your own and compare side by side. The discussion is the most important part of the review.
5. We are all in this together:
Care about people. Care about their development. Genuine care will be repaid many times over. By the way, being soft or overlooking poor performance is not caring. Its wimping out.
Bath Time Question: Is our goal and objective setting process aligning our efforts?
