It
is the staff member’s responsibility to develop the first
draft of goals which should reflect his/her:
•
Specific knowledge of the job and its requirements
• Understanding of his/her personal
skills, strengths and capabilities
• Individual interests and goals
• Understanding of potential problems/opportunities
related to their accountabilities.
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The
purpose of goal setting is to focus on those aspects of the job
which contribute to the achievement of the company’s mission
and business strategy. Therefore it is recommended that individuals
have one to three business goals and perhaps one or two personal
performance improvement goals. Too many goals may cause the following
problems:
•
Difficulty in prioritizing goals and action plans
• Being unclear about performance standards
due to effort and time involved
• Feeling that progress reviews are too
cumbersome with too much focus on goals that have not been achieved
• Feeling overwhelmed and lacking in
motivation |
All
management and staff should view goal setting as a working tool
to help them more effectively set their priorities and meet their
commitments for the next year.
Action
Plans
Action plans are important in the goal setting and achievement process
because they outline in writing the specific commitments of time,
financial and physical resources necessary for success. The action
plans can be as simple or complicated as necessary, depending on
the culture of the organization. The best action planning strategy
is based on the KIS principle (Keep It Simple.)
Developing
goals for 2005
Defining your goals and the goals of your staff is a simple process.
Using the SMART method ensures that the goals will meet all the
criteria for successful achievement. Each letter in the SMART formula
represents a specific action in the goal-setting process.
S
- Specific
M - Measurable
A - Achievable
R - Resources required
T - Timelines |
Really
well-crafted goals communicate the important direction of the organization
to everyone. Specific goals help to define direction. Measurement
is a key element to determine progress towards the goal. Every goal
must be in the realm of the possible or it isn’t an effective
motivator. Resources are an essential element of any goal and action
plan and a timeline communicates the delivery dates.
Now is the time, early in the year, when meaningful goals can be
set with staff. Coaching and follow up then becomes the method for
ensuring that the goals are achieved.
Are you a good coach? Take the time to assess your behaviour in
the performance process and set some goals for yourself. Other people
will respond when they see that you, as their leader, are committed
to the process. Make 2005 the best year ever by setting SMART goals.
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