Building a solid set of departmental goals requires you to know the strategy and assess how your goals fit into driving it. After that, set both commit and stretch goals that the team understands. View the fully integrated picture of all department goals to ensure they make sense. Communicate the goals and incentives, then hold people accountable for achieving the desired results.
- As you get ready to set your department…or business unit goals,…there's some pretty clear next steps to follow.…First, build a solid set of department goals…by knowing the strategy.…Assess how your goals fit into that broader strategic plan.…Get the strategic plan, understand its drivers,…and tie those to the goals for your organization.…After that, set both a commit and a stretch goal…that the team understands.…Over allocate commitments.…
Tie those stretches to incentives in a meaningful way.…View the fully integrated picture…of all business unit goals to ensure they make sense.…Look for conflicts,…overlaps and supporting goals that enable larger goals.…Remove the conflicts, ensure supporting goal's a resource,…and that they'll tie to those bigger goals above them.…Next, communicate goals and incentives.…Tie business unit goals to individual goals.…Tie those goals to individual incentives.…
Make the links between individual goals…and business unit goals clear,…so people see how they fit into the bigger picture.…
- 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.