Learn how to set relevant goals. Relevant goals are logically connected to the desired outcome. If the goal doesn't matter to the organization or to the leader, the team won't understand why they're working on it. While creating a goal of knitting 18 sweaters by December is specific, measurable, actionable it is not relevant for the head director of the ER at a large hospital. It is not relevant and they will not get behind the work.
- The next characteristic of a good goal…is that the goal is relevant.…If the goal doesn't matter to the organization…or to the leader, the team won't understand…why they're working on it.…Let's say I set a goal for my team of,…"I want you to knit 18 sweaters by the end of December."…That goal is really specific, it's really measurable,…and it's very achievable.…The this is, it might not be relevant,…especially if I'm the head of the emergency room…at a large hospital,…and I'm giving people a goal of knitting sweaters.…
Now this is an extreme example,…but many times we'll set goals that aren't relevant…to the outcome we're trying to drive.…If I want sales growth,…I'm likely more interested in actual dollars…of incremental sales versus…measuring new customers acquired.…Why?…It would seem like measuring new customer…will tie to my sales goals.…But here's the problem.…If I set a goal for new customers versus sales dollars,…my team might not demonstrate the behaviors I want.…
They may go out and sign up a whole bunch of customers,…
Along with providing guidance on how to link individual employee goals to organizational strategy, Mike walks you through the different types of goals, including bottom-up, zero-based, commit, and stretch goals. He also helps you use goals to change behaviors, build new skills among employees, and make goals actionable by using incentives and tying them to specific activities. He concludes with a comprehensive plan for setting and implementing goals, and some tips on dealing with challenges such as conflicting goals.
- Identifying goals and goal types
- Setting SMART goals
- Linking goals to business strategy
- Building goals from the bottom up or top down
- Creating stretch goals
- Outlining activities and resources to help employees achieve goals
- Reviewing and revising goals
- Reconciling conflicting goals