Goals don't always have to be metric-based. You can set a goal for someone building a new skill too. You can measure it through observations on behavior ("I saw you apply xyz behavior in abc scenario"). You can also look for competencies and soft skills as they change behaviors related to delivering other goals. Measure this through ongoing coaching and feedback.
- Goals don't always have to be financial or metric-based.…You can set a goal for someone building a new skill, too.…You can measure this through observation of their behavior,…and then provide them with feedback of,…"I saw you apply this behavior in this scenario,…"and that it goes toward you building this skill."…You can also look for competencies, or soft skills,…as they change behaviors related…to delivering other goals.…And again, measure this through ongoing…coaching and feedback.…
I know one executive who wanted to be…more strategic in their thinking.…That was the skill they were trying to build.…You can't put a number on that.…The executive used to be to be too tactiful…and wouldn't stop and think before diving…into the detail in a conversation.…They laid out the new behaviors.…Those behaviors included planning for meetings,…thinking about and writing down possible questions…that could come up in a meeting,…communicating from the top down,…staying out of the details, and last,…pausing and asking clarifying questions before answering.…
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.
- Identify, set, and track SMART goals.
- Link goals to business strategy.
- Build goals from the bottom-up or the top-down.
- Create stretch goals.
- Review and revise goals.
- Reconcile conflicting goals.