Department goals must tie to broader organizational goals. If your department doesn't meet its goals, it's hard for the broader company to meet its goals. To ensure your department is contributing what's expected of it, look at the goals of your broader division and get clarity around how much of that goal your department is responsible for delivering. That goal is what you then break down into smaller goals for your department's teams.
- When you're setting goals,…you want to work from the top down.…Department goals must tie to broader organizational goals.…If your department doesn't meet its goals,…it's hard for the broader company to meet its goals.…To ensure your department is contributing…what's expected of it,…look at the goals of your broader division…or broader company.…Get clarity around how much of that broader goal…is your department's responsibility.…That goal is what you then break down into smaller goals…for your department's teams.…
I have one client that's a hospital.…That hospital system is trying to improve…patient satisfaction scores.…At the highest level,…that's what matters the most for them right now.…They did a study to understand what the drivers are…of patient satisfaction.…The results came back and they found out…it was the cleanliness of the hospital,…it was staff responsiveness to patient needs…and it was quality of care…and the outcomes that the patients saw.…The Environmental Health and Safety team…had to set goals aligned with patient satisfaction.…
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- 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.