Transcript Workplace Wellness Peer Group Goal Setting REVIEW

WORKPLACE WELLNESS PEER GROUP
GOAL SETTING REVIEW
June 10th, 2014
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Minnesota Department of Health.
Why set goals?
• Goal setting - strategy planning chart
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CREATE A CULTURE OF HEALTH THROUGH …
Leadership support
Healthy eating
Healthy
Physical
activity
Tobacco eating
use & exposure
Breastfeeding support
System
Social Support
Communications
Measurement / Evaluation
… Places (environment), polices, practices (systems),
social support, and promotion to help employees
eat better, be more active,
Fundamental elements
quit/reduce tobacco use
and support new moms
Environment
Policy
to breastfeed.
Choose a strategy
__Healthy Eating
__Physical Activity
Leadership role
__Tobacco
__Breastfeeding Support
Wellness team role
WRITE A SAMPLE SMART GOAL (E, P, S, SS)
Goal
Setting
Worksheet
Environment (places)
Policy (guideline)
System (supports policy implementation)
Social support (bringing employees together)
Communications / Engagement of employees examples
Measurement examples
S.M.A.R.T.
Writing goals does not need to be difficult. It does require some
thought about our organization’s vision for a culture of health in a
way that is “SMART”:
• Specific
• Measurable
• Attainable
• Realistic
• Timed
• Goals should describe accomplishments, not activities.
• The following information is adapted from:
https://www.lehigh.edu/~inhro/documents/SMART_GoalsHandout.pdf
S.M.A.R.T. Examples
• Specific: Are you hitting the 5 Ws… who, what, when, where,
and why. Make sure the goal specifies what needs to be done
with a timeframe for completion. Use action verbs… create,
design, develop, implement, produce, etc. Example: Wellness
team will create a healthy snack station to place in employee
breakroom by November 30, 2014.
• Measurable: Goal objectives should include numeric or
descriptive measures that define quantity, quality, cost, etc.
How will we know when the goal has been successfully met?
Focus on elements such as observable actions, quantity,
quality, cycle time, efficiency, and/or flexibility to measure
outcomes, not activities. Example: The offerings in the healthy
snack station will be 100 percent healthy choices.
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S.M.A.R.T. Examples Cont.
• Achievable: Goal objectives should be within the staff
member’s control and influence; a goal may be a “stretch” but
still feasible. Is the goal achievable with the available
resources? Is the goal achievable within the timeframe
originally outlined? Consider authority or control, influence,
resources, and work environment support to meet the goal.
Example: We will obtain company funding for the initial
purchase of foods for the healthy snack station.
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• Relevant: Goals should be instrumental to the mission of the
department (and ultimately, the institution). Why is the goal
important? How will the goal help the department achieve its
objectives? Develop goals that relate to the staff member’s key
accountabilities or link with departmental goals that align with
the institutional agenda. Example: A healthy snack station
increases healthy food choices at the workplace.
S.M.A.R.T. Examples Cont.
• Time-bound: Goal objectives should identify a definite
target date for completion and/or frequencies for specific
action steps that are important for achieving the goal.
How often should the staff member work on this
assignment? By when should this goal be accomplished?
Incorporate specific dates, calendar milestones, or
timeframes that are relative to the achievement of another
result (i.e., dependencies and linkages to other projects).
Example: Goal states the snack station will be completed
by November 30, 2014.