Goal setting is both art and science. Goals should inspire, stretch and engage our teams; metrics should make it clear when goals are achieved. More importantly, they are an essential management and leadership tool: if your team doesn't know the goal, there is little chance they will achieve it! But defining goals that motivate, establishing clear metrics for success and keeping the team centered on achievement are the most difficult of management tasks.
2. 28 % higher same-year operating
margin (this is a big deal).
3x higher than peer companies
And…
Goals Are Tools
People and companies with goals are FAR more successful.
9. Stretch People
Push people to greatness but not be beyond their reach.
Not too easy, not too hard...
Easy goals don't engage
people in achievement.
Impossible goals demoralize
people and sabotage the long
term.
10. Inspire People
Tap into and create ASPIRATIONS
Energize people
Provide the purpose for work
Inspire the extraordinary
12. Define Success
Key metrics
1. When will you achieve the goal
2. Quantified target for achievement
3. What, who and how you will measure
Balance metrics to get right results; most
subjective goals can be made objective.
13. Sample Metrics
Marketing: Massive mindshare for a massive product launch
10,000 retweets
2,000 qualified leads
12 press mentions/week this quarter
IT: Transform Business Perception of IT
80% system use 90 days post deployment
Reduce overhead cost/employee 15% by year end
90% of GMs rate service level 4 or better
Finance: Employees and exec LOVE the new expense system
Less than 10 user errors reported in first quarter
Reimbursements average < 7 days
Sign offs ave < 48 hours
14. Sample Metrics
Milestone completion
• Measure execution progress
• Monitor budget or run rate
Skill building and subjective targets
• Read or complete learning modules
• Self assess competency at 80% of “expert”
• Self assess monthly to reinforce intentions
15. Less is More
Goals focus attention and clarify priorities.
Break annual goals into chunks
Create presence
Galvanize execution
Reduce risk of failure
The Pit of Distraction
16. The 3 Second Rule
People should be able to find
the goals in 3 seconds.
Email is competing with goal achievement, so
make goals as present as the inbox. It should be
as easy to find and work on truly important
things as it is the last incoming message.
17. Align Actions to Goals
It takes discipline, but it’s the job:
Define the work needed
Drive consistent execution
Hold people accountable
Model the behavior you seek
19. Celebrate
Victory Often
Celebrate incremental wins to build early
momentum – what’s accomplished rather
than yet to be done.
Satisfaction is a powerful motivator.
83 %say RECOGNITION is
more important than compensation
20. Workboard
Goals & Metrics
• Set goals and metrics for your
teams
• Align workstreams and actions to
goal achievement
• See goals up and down the
organization
• Get instant visibility to progress
and risk to goal
22. Leaders’ Checklist
Don’t let perfect be the enemy of good
Set and communicate goals – 3 second rule
Define balanced metrics
Ensure actions to achieve goals are clear, owned and executed
Prioritize ruthlessly and relentlessly
Stay tuned in to metrics and actions WoW and MoM
Lead the way through your actions
23. Lead the Way with Workboard
Goals &
Metrics
Actions
Required
Progress
Accountability
Feedback &
Reward
24. Lead the Way with Workboard
Goals &
Metrics
Actions
Required
Progress
Accountability
Feedback &
Reward
Get Workboard free today and achieve great results!
www.workboard.com
Notas do Editor
And it’s often because managers are caught in a loop triaging and reporting … which is recursive, leaving them little time to communicate goals and help people work on the right things … so more triage is required … and feedback falls to the wayside because it’s hard to give someone feedback for not working toward a goal they didn’t see.
COMPLEX COMPANIES | TIME ZONES | REMOTE WORKERS | SHRINKING SUPPORT | ENDLESS DAYS | ACCOUNTABILITY CONSTANT
There is a lot of room for improvement and even more room for comptitive advantage
When people don’t know goals, they don’t know what really matters and they can’t make good choices …
Examples of decisions enhanced …
And when achievement is tied to larger goals rather than work without clear purpose, satisfaction goes WAY up – and with it, the degree of commitment and engagement to achieve the next big result.
Metrics translate and quantify the aspirational language of goals
Metrics translate and quantify the aspirational language of goals
Metrics translate and quantify the aspirational language of goals
help people make better choices with their time.
Break it down to avoid overwhelming people or letting them fall into lazy pattern of their college years … how many of us try to do 40% of the year’s business in the 4th quarter?
This is where managers are really challenged – where and how do you keep goals present, visible, woven into the work of your team members? It’s using tools to make them visible AND it’s bringing them into your team discussions, activities and 1on1 conversations.
Frame the choices …
And if you’re the leader, people will follow your actions … do you drift off goal? React to noise on the line? Or do you recenter several times a week and refocus on the work that matters. Lead the way.
