7 Questions You
Should Ask When
Setting Team Goals
7
7 Questions You
Should Ask When
Setting Team Goals
2015 is right around the corner, it’s
about time to get serious with goal
setting.
Here are 7 questions you need to
ask to make sure objectives will be
turned into results:
7?
When is the right time to set a goal?
When is the right time to set a goal?
A survey of small business
owners found that more than
80% don’t track their business
goals, 77% of leaders have not
achieved their company vision
either.
80% ◎
77% Although people are more likely pursue their goals after a birthday
or the first of the month, stop waiting for the right time, take
action today.
Have I written down the goals?
?
Have I written down the goals?
Writing down your goals gives
you an 80% higher chance of
achieving them.
Before it’s not written down, it’s just a wish. On average, you have
about 35 thoughts a minute. If your goals are only in your mind,
they are invariably jumbled up, vague and uncertain in many ways.
Can everyone view the objectives?
?
Can everyone view the objectives?
Clearly communicated and
understandable objectives
have a great impact on
employee engagement.
Use management technique practiced by Google - “Objectives and
Key Results” to set and communicate goals to your team.
Learn more: weekdone.com/resources/objectives-key-results.
Are my goals SMART?
?
Are my goals SMART?
S
M
A
R
T
pecific
easurable
ttainable
elevant
ime-bound
Studies clearly indicate that setting specific, challenging, and
obtainable goals enhances performance.
Are all objectives aligned?
?
Are all objectives aligned?
Employees who set goals that
are based on their personal
strengths, are 7 times more
likely to be engaged in their
work.
To increase the success rate, make sure personal, team and
organizational objectives are all aligned.
Am I out of my comfort zone?
?
Am I out of my comfort zone?
◎
Specific, difficult goals are
positively correlated to
improved performance.
Challenging goals lead to higher performance, as opposed to easy
goals. Yet, when the goal is beyond reachable, it acts as a
de-motivator. Make sure your goals fall in between these
extremums.
Does everyone know their next step?
?
Does everyone know their next step?
63% of study respondents say
that not knowing which work
was the priority was the
biggest waste of their time.
Goals are useless unless you chunk them down into daily, weekly
and monthly tasks required to accomplish them. Focus on the
important, exercise effective weekly planning to turn objectives
into results. To bring everyone on the team to the same page use
PPP process. Learn more
weekdone.com/resources/plans-progress-problems
weekdone.com
Weekdone.com is an employee
progress reporting software.
Team-members share their goals
and accomplishments. Everyone
receives automatically compiled
weekly summaries via e-mail, web
& mobile. Share personal, team
and organizational objectives and
track the progress.
Follow us!
@weekdone
google.com/+weekdone
LinkedIN
fb.me/weekdone
Sources
1. Center for Creative Leadership
[http://www.ccl.org/leadership/pdf/research/AlwaysOn.pdf]
2. Harvard Business Review, The Impact of Employee Engagement on Performance,
2013 [https://hbr.org/resources/pdfs/comm/achievers/hbr_achievers_report_sep13.pdf]
3. S. Misra, K. B. L. Srivastava, Impact of Goal Setting and Team Building Competencies
on Effectiveness
[http://www.academia.edu/3642830/Impact_of_Goal_Setting_and_Team_Building_Comp
etencies_on_Effectiveness]
4. Tubbs, M. E. (1986). Goal-Setting: A meta-analytic examination of the empirical
evidence. Journal of Applied Psychology, 71(3)
5. Asplund, J., & Blacksmith, N. (2013). Strength-Based Goal Setting.
[http://www.gallup.com/businessjournal/152981/strengths-based-goal-setting.aspx]
6. 4th Annual Staples National Small Business Survey
[http://www.inc.com/guides/2010/06/setting-business-goals.html]