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Kathleen Schienle

Best Practices: Achieving Goals

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  • Valeria Lunguhas quoted5 years ago
    MOTIVATION

    Motivation is key in setting and achieving goals. If you want your employees to perform, they must be dedicated and motivated.

    Hold regular meetings to set goals and encourage team spirit.
    Keep communication lines open at all times and listen to the comments and concerns that are raised.
    Engage employees in tasks that broaden their individual roles.
    Let your employees do the job they were hired to do by demonstrating confidence in their ability to perform well.
    To counter boredom, give creative employees stimulating goals and innovative challenges.
    Create projects that involve teamwork. Give teams the freedom to make decisions and set goals.
    Be supportive of their creative endeavors and bright ideas.
    Be a strong, supportive leader and you will have productive employees who will strive to meet goals.
  • Valeria Lunguhas quoted5 years ago
    GIVING EFFECTIVE FEEDBACK

    Always give feedback as you monitor your employees’ progress toward their goals.

    Do show your honest concern and appreciation.
    Do be timely about delivering praise, so that your employees see the direct connection between their actions and your response.
    Do praise in public, reprimand in private.
    Do give details about how things should change or why they need to continue as they are.
    Don’t be judgmental; keep your comments objective.
    Do focus on specific behaviors.
    Do make time for discussion.
    Do keep a written record of what you agree on together.
  • Valeria Lunguhas quoted5 years ago
    It takes vision, skill, and dedication to create a workplace where employees feel important and supported, and where they’re committed to their work and to each other’s growth and development. A team that’s productive, innovative, and goal-oriented must be energized and fully engaged. If you don’t intervene when your talented employees’ jobs have become routine, you run the risk of losing them, either physically or psychologically. You must stay on the lookout for opportunities to challenge each one of your employees.
  • Valeria Lunguhas quoted5 years ago
    “The desire to be challenged is a powerful human motivation. If you’re smart, you’ll use it to get the most out of your employees—no matter how well established your company is.”

    —Charlie Trotter,
  • Valeria Lunguhas quoted5 years ago
    author of The 7 Habits of Highly Effective People
  • Valeria Lunguhas quoted5 years ago
    ities are and have the courage—pleasantly, smilingly, nonapologetically—to say ‘no’ to other things. And the way to do that is by having a bigger ‘yes’ burning inside.”

    —Stephen Covey,
    author of The 7 Habits of Highly Effective People
  • Valeria Lunguhas quoted5 years ago
    Success seems to be connected with action. Successful people keep moving. They make mistakes, but they don’t quit.”

    —Conrad Hilton,
  • Valeria Lunguhas quoted5 years ago
    GOAL-SETTING CYCLE

    Read each of the following statements and indicate whether you agree or disagree. Then check your score at the end.

    Competencies and performance goals are two different things.
    • Agree • Disagree
    I need to get my people to stop depending on my instructions.
    • Agree • Disagree
    Part of my mission as a manager is to train and develop people to replace me.
    • Agree • Disagree
    Empathy, self-awareness, supportiveness, self-control, and independence are good traits in my staff, and I should help develop them.
    • Agree • Disagree
    Managing goals and communication go hand in hand.
    • Agree • Disagree
    My reluctance to write things down is probably a drawback when it comes to goal-setting.
    • Agree • Disagree
    Personal development goals aren’t usually a factor in performance evaluations but progress toward them can affect the overall evaluation.
    • Agree • Disagree
    A worker should focus on only one or two big goals at a time.
    • Agree • Disagree
    My team’s core competencies are the same as those of other departments in my organization.
    • Agree • Disagree
    It’s okay to let a couple of team members go off to work on another group’s project, even if it means that they are not focusing on their goals.
    • Agree • Disagree
    Scoring

    Give yourself 1 point for every question you answered “Agree” and 0 points for every question you answered “Disagree.”

    Analysis

    8–10

    You’re in great shape to lead your team through the goal-setting cycle.

    5–7

    You could use some help in honing both your goal-setting and goal-management skills.

    0–4

    You need to re-examine how your performance management affects corporate goals.
  • Valeria Lunguhas quoted5 years ago
    ­ities are and have the courage—pleasantly, smilingly, nonapologetically—to say ‘no’ to other things. And the way to do that is by having a bigger ‘yes’ burning inside.”

    —Stephen Covey,
  • Valeria Lunguhas quoted5 years ago
    People with clear, written goals accomplish far more in a shorter period of time than people without them could ever imagine.”

    —Brian Tracy,
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