Part 2: From Results to People

Setting Goals that Matter

It's that dreaded time of the year when the HR department sends you a reminder to record your teams’ annual goals and objectives. Another process you would frankly remove from the performance review cycle. You lead a high-performing team who are all clear on their roles and responsibilities and just need to get on and keep doing it. Why bother with the bureaucracy?

The results focused leader

Results focussed leaders are clear on what needs to be delivered to meet targets and how these can be achieved. They operate a tight ship where every team member knows what high-performance standards look like and they uphold a code of quality and quantity of output. Exceptional results are achieved by applying the following:

1.      Task lists and trackers

2.      Transparent workflows

3.      Hierarchy of delegation

4.      Focus on closing out tasks.

When setting annual goals and objectives, the results focussed leader does this:

1.      Sets goals for each team member – breaking down projects into goals and then tasks to ensure team targets are achieved;

2.      Makes goals SMART – to ensure tasks are completed and results achieved, they make sure goals are specific, measurable, action-orientated, realistic and time-bound; and

3.      Supervises goal achievement based on task trackers and regular reporting.

This leader has effectively delegated tasks to maximise prospects for success. Business wins, leader wins and team wins. Or do they?

The conscious leader

The results focussed leader achieves high performance, but at the cost of fulfilment. If we want to create an engaged and empowered environment for high performers to thrive, we must give team members the opportunity to follow their interests, passions and capabilities through the work that they do. We must create a platform for them to fulfil their highest potential.

When creating goals and objectives that enable team members to thrive, the conscious leader does this:

1.    Facilitates alignment with expectations – uncovers the interests, passions and personal goals of each team member and gives them the opportunity to fulfil these through collaborating on agreeing goals that stretch them in this way.

2. Communicates goals in a meaningful way that connects to purpose – having effectively communicated organisational vision and strategy, helps individuals understand the connection between their stated goals and strategic goal (corporate score card) achievement.

3.    Wins individuals’ hearts and minds – has regular coaching sessions with team members dedicated to tracking progress against stated goals, supporting, encouraging and praising individuals on their efforts in meeting or exceeding milestones, sub-targets and actual goals.

The leader has effectively transformed the annual goal setting exercise into a dynamic dashboard that sets out meaningful goals connected to strategy and purpose, tracks progress, and provides recognition and feedback on achievement of certain milestones. And high performance becomes wholly self-motivated.

When we shift our focus from completing tasks to engaging people in the path to greater impact, we empower people to make their highest contribution. They work out for themselves the level of effort required to surpass expectations. And success simply flows.

For an exercise in setting strategy, goals, and objectives for your team, visit www.kiranscarr.com/downloads.

If you want to take the courageous leap to being a Conscious Lawyer, reach out to find out more about C-Success Coaching at https://www.kiranscarr.com/coaching.