Common departmental goal-setting pitfalls include not looking at all goals in an integrated view, not aligning incentives, setting goals too aggressively, and not communicating how goals tie to the broader strategy. If the team is left confused about what the goals are and why they're being pursued or they see the goals as unrealistic, you won't have their commitment to achieving them.
- Even if you set great goals,…you might not get the behaviors you want…if you fall in some common pitfalls.…There are several major common departmental…goal-setting pitfalls that you can avoid.…The first is not looking at an integrated view…of all your goals.…You may miss dependencies across departments.…You might not see conflicting goals.…To fix this, do a goal review for all your business units…and business partners across departments.…
Look for places where one is dependent upon another.…Look for goals that are in conflict with one another,…and spend time revising the goals accordingly.…Another pitfall is not aligning incentives.…The behaviors you want…and the behaviors you're paying for might not match up.…To fix this, understand the drivers of behavior.…Monitor behavior and ensure it matches…what you're asking for.…Before you roll out an incentive plan,…try to break that incentive plan.…
Think about the bad behaviors people might demonstrate,…and change the plan before you roll it out.…Another common pitfall…
LinkedIn Learning (Lynda.com) is a PMI Registered Education Provider. This course qualifies for professional development units (PDUs). To view the activity and PDU details for this course, click here.
The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.
- Set corporate and business unit goals.
- Define driver metrics.
- Explain the concept of supporting goals.
- Identify benefits of tying goals to strategy and incentives.
- List ways to troubleshoot and communicate goals.
- Describe how to hold others accountable and avoid pitfalls.