Transcript TRAINING-Goals-and-Objectives-TechCXO-13.12.12
Aligning Employee Objectives with Company Goals
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Peter Drucker believes…
Motivation
Frequent Communication and Coordination
Clarity of Goals – use SMART goals
Balance workloads and provide development opportunities
Goals need to be clear and a linkage between company goals and employee objectives
Focus on future rather than on past
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John Kotter believes….
Empowering your employees will see/feel their aligning to the company goals and objectives.
Managers and leaders do not work single handedly they surround themselves with a great team, then they empower that team by coordinating and clarifying their various skills by VALUING THE TEAM!
Employees to be involved
Employees to feel connected:
Sense of belonging
Feel a sense of responsibility
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Management Responsibility
Of all the functions involved, planning is the most important.
A Strategy is a competitor advantage
As the old saying goes,
“
Failing to plan is planning to fail
”
.
Employers need to be sure all employees are well trained in how to set these important performance objectives.
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Strategy for Achieving SMART Goals
Align your goals with your values
Prep work is vital
3 key ways to prevent overconfidence and poor planning:
Create a complete action plan
Incorporate all your actions into your schedule Regularly evaluate your progress
Keep it Alive
Establish a support system
Reward the team as you reach certain milestones
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Goals v. Objectives
Although the terms
“
goals
”
and
“
objectives
”
are often used interchangeably, there is a difference between them:
Goals
General Intangible Broad Abstract Strategic – long-range direction, set by top executives
Objectives
Specific
Measurable Narrow Concrete Tactical – short-range, set by mangers to accomplish goals
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Quiz – Goals v. Objectives
Which of these are goals and which are objectives?
1.
2.
3.
4.
Increase profitability Improve community relations Provide short-term disability insurance to employees by mid-year Improve employee computer skills
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“
Objectives are not fate; they are direction. They are not commands; they are commitments. They do not determine the future; they are means to mobilize the resources and energies of the business for the making of the future.
”
Peter Drucker
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SMART Goals
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S = Specific
A precise goal has a greater chance of being accomplished.
In order to set a specific goal you should know what you want.
Who is involved? What do I want to achieve? Where do I need to do this? When should I be able to complete it? What are the requirements and constraints? Why am I doing this?
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M = Measurable
Measurements for objectives help you know when you have accomplished them. If you set an objective that is measurable, when you complete it you have tangible evidence of completion.
How much? How many? How will I know when it is done?
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A = Achievable
Can actually be accomplished (something you can really do within the time frame set) and not an aspiration or vision.
Setting unattainable goals is a recipe for disappointment, failure or frustration.
If you have partial blindness and you think you can become a pilot then you might have to rethink this goal.
Consider whether you have the resources necessary to achieve your goal.
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R = Realistic
Realistic goals are achievable goals, unrealistic goals are just dreams. It's not necessary to be negative but take time to honestly evaluate whether you're being realistic. Realistic objectives are those that you have the resources to accomplish including:
Skills, Funding, Equipment, Staff When setting objectives that are realistic, ask:
Do I have the resources to accomplish?
Do I need to rearrange my priorities to accomplish?
Is it possible to complete this objective?
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T = Time Based
Have deadlines for completion as it creates sufficient urgency that lead to action.
For a complex objective, break into small parts with a date for completion for each.
When setting objectives that are time-oriented, ask:
What is the earliest yet achievable and realistic date for this objective to be completed?
Have I included this date in the statement of the objective? This ensures that you don't get lazy and keeps pushing you on further to meet your targets.
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How to write SMART Objectives
Decide exactly what you expect to create, and how you will recognize it when it comes to be.
Example: "Our Internet Marketing system produces a minimum of $3500 per month in product sales by the end of March with a quarterly increase of at least 5% thereafter.”
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Share Experiences
Share your most memorable experience.
(Productive, embarrassing, stressful, etc.)
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Performance Review: Form
Provide Company Forms Annual/Semi-Annual/Quarterly It’s important for your Company’s Core Values are in alignment with your Performance Reviews
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Team Exercise
1. Determine 2 or 3 Objectives for yourself.
2. Find a partner.
1. Review your objectives with your partner and determine if they are SMART.
1. Share one of your objectives with the team.
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Thank you for your time!
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