Achieving Goals_ Define and Surpass Your High Performance Goals - Kathleen Schienle [8]
Here are some soft skills to consider when setting competency goals:
Initiative and creativity–How much supervision does the worker require? Is this employee highly motivated, eager to tackle new projects, creative about devising new solutions to the same old problems, and conscientious about dealing with issues before they turn into problems?
Leadership and independence–Does this person have a positive influence on others, make sound decisions, and handle snafus independently, or always look for help to get bailed out?
People skills–Is the employee a fair and honest team player, communicating well with peers, subordinates, and managers, and working well with people outside your department and the company?
Productivity–Is this worker a good manager of time and work, able to set priorities, to create tasks and to-do lists, and to execute them? How does his or her productivity compare to that of other workers?
Quality–Is the employee’s work complete, accurate, executed at a proper level of detail, and carefully planned and organized? Do you see both consistency and excellence in the employee’s work?
Responsibility–Is the employee punctual, reliable, and dependable in following through and meeting deadlines? Is attendance an issue?
The goal-setting process is an opportunity to discuss your company’s core competencies with your employees and in that way to reinforce the corporate culture and values. You should consider how their skills contribute to the firm’s core competencies and, if necessary, set higher goals for their performance in those areas.
POWER POINTS
THE FOUR TYPES OF GOALS
There are many types of goals. Some goals target specific improvements in performance; some are more general career or organizational goals. Goals that further the success of the company and goals that focus on personal development often can overlap. Most goals fall into the following general categories:
Performance Goals–Goals that define what an employee is expected to produce on the job. They can inspire employees to exceed management’s expectations and to improve their overall performance.
Individual Competency Goals–Goals that help employees develop or improve the skills necessary to do their jobs, as well as to succeed both personally and professionally.
Core Competency Goals–Goals that focus on developing a company’s distinctive products, or strengths, by setting the bar high for employees’ performance in particular areas.
Personal Development Goals–Goals, both short-and long-term, that target areas for growth and improvement, such as acquiring new skills or eradicating unproductive behaviors.
Goals Relating to Personal Development
Many goals identify areas for additional personal growth and improvement. These goals include short-term targets, as well as strengthening skills and abilities needed for the next career step.
When setting long-term goals, make sure to include one extremely ambitious goal. Many business leaders have nicknamed these BHAGs—“big, hairy, audacious goals.” To help accomplish BHAGs, you might set as smaller goals for your employees a specific accomplishment or the acquisition of a new skill. You might focus on improving how an employee performs a routine task, such as preparing a monthly report. Other goals could encourage innovative solutions to problems, such as new ways to make visitors to the company feel more welcome and better-informed. Workers should try to set goals according