December 13, 2011
Leadership Tip of the Day for Busy Leaders: How to Set Goals and Objectives
In most organizations, about once a year, you’ll write down your goals, and then forget all about them until the same time the next year. Join Bob and Jed this week as they discuss how to set Goals and Objectives, and more importantly how to make sure they are relevant.
Monday's Tip (How To Set Goals And Objectives): If you have much more than 6 or 7 goals – take another look at what’s important. If you spread your attention too thin, you’ll likely not get anything done well.
Tuesday's Tip (How To Set Goals And Objectives): Look at your goals every day, and figure out how you will contribute towards them. Well defined goals and objectives guide your effort on a daily basis – so look at them each day before you start work.
Wednesday's Tip (How To Set Goals And Objectives): Involve your team in the setting of goals and objectives. As a leader, if you define your goals without involving your people, then it will be very difficult to get buy-in.
Thursday's Tip (How To Set Goals And Objectives): Make sure your Goals and Objectives are SMART. The SMART acronym may be overused and simple, but it is very powerful when applied.
Friday's Tip (How To Set Goals And Objectives): If you have direct reports, make sure you have leadership goals as well as business and operational ones. If you lead others you have to take your responsibility as a leader seriously. You can demonstrate your commitment by setting goals that will drive your actions as a leader.
3 Things to remember about How To Set Goals And Objectives:
1. Include your team when establishing Goals and Objectives. This shouldn't be done in isolation.
2. Meet often to discuss progress. Do not let the setting of Goals and Objectives to become an academic exercise that happens only once a year.
3. Include Business/Operational and Leadership objectives. Most people establish their business or operational Goals and Objectives, and fail to define Leadership ones. If you are a leader of other people you have to set Goals and Objectives that pertain to that function. For example: The number and quality of one on one meetings, % compliance on performance appraisals, measure of employee development activity
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