You may have heard of zero-based budgets where the "base" is forgotten and every budget dollar is justified again. You can take a similar approach with goals. Don't let history always influence what you're capable of. You could be leaving value on the table. Instead, forget the past and look at what you have in terms of resources then build a bottom-up set of goals from there. If you achieved 10% growth last year, that doesn't matter. Look at your team and resources today and ask what they can achieve going forward.
- When you're setting goals you can borrow…a technique from a common budgeting process.…There is a budgeting process called…Zero-Based Budgeting.…What you do with that, is look at last year,…forget about it, and then look at where you are today…and what you can achieve going forward.…Every dollar you're going to spend…in the budget is justified.…And every number you're going to deliver…is based on your current reality.…You can take this same approach with your goals.…Don't let history always influence what you're capable of.…
You could be leaving a lot of value on the table.…Instead, forget the past, look at what you have today…in terms of resources, and build from the bottom up…to set your goals.…If you achieved 10% growth last year,…it doesn't matter.…Look at your resources today.…Ask what they can achieve going forward.…Because that will set a more appropriate goal.…Imagine you're running a team of IT professionals.…Last year the team completed 47 projects…and coded 128 programs.…
Under the last year plus 10% mindset…
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