Ever wondered what the difference between high performing and average teams is?
I have. I have spent most of my career trying to figure it out.
Why? Because if, as business owners, we can get the formula right....the benefits for organizations can be massive.
We all need goals in our life to give it meaning. Teams are the same.
The first step is, before communicating with your team, think about what goals you want to set and why.
Before you communicate together with your team, think about why you want to set goals and what you hope to achieve them. If the team goal was fully completed, what are the implications? How will it benefit your organization? The most crucial part of goal-setting is to measure, ensure you know how you will track and evaluate progress as well as completion, and how this impacts on what you want to attain.
2. Set goals at the team level
Once you have determined what you want to achieve, then begin setting goals for the team. When teams have challenging, meaningful goals to work towards, they come together as a more effective and collaborative unit. It helps them be aligned and have a standard focus, rather than trying to surpass one another. Certainly, team goals can (and should) be broken down into individual ones.
Once you've identified them, write down your goals. A study indicates that writing down goals makes an 80% higher probability of achieving them.
The more you involve your employees in setting goals for themselves and the group, the more committed they are to those goals.
3. Let people develop their own goals
After determining team goals, give people the independence to develop their own goals. They should be able to determine their capabilities that will support the teams' objectives.
Make sure you are available to provide support: help them learn how to develop meaningful and achievable goals by using a framework such as SMART goals criteria. Ensure they understand the importance of measurement by guiding them so their goals are aligned with the team and organization.
4. Set deadlines
Deadlines need to be set up as this helps you and the team develop accountability. A goal with no deadline won't serve its purpose. If people started to feel the goals are not being taken seriously, they will become discouraged and disengaged.
Commonly individuals work by quarters thus you may set goals quarterly. This is often a comparatively long period amount of time to set bigger goals, yet shorter enough to change course if needed. If this does not work for you try setting project-based goals for instance.
5. Track progress on goals
As previously mentioned, goals ought to be tangible and measurable to determine success.
Help your team stay focused on tracking progress. Checking in will enable you to grasp wherever to course correct, which initiatives are going quicker than planned, and therefore assist you re-allocate resources if needed.
Tracking progress on your goals additionally helps groups stay motivated once they see progress or when they are getting close to completion. Knowing you have achieved something you set out to do, including the sense of accomplishment, these are very strong motivators for your people.