One easy tweak to your team's objectives that can get you promoted

It’s Annual Objectives Time – READ NOW!

Leadership Comments Off on It’s Annual Objectives Time – READ NOW!

This post is a reprise from last year. We are offering a special web seminar on this topic for your leadership team. Slots are limited. Schedule your informative leadership team discussion with Jim Canterucci between now and the end of January. Learn More.

It’s that time of year. You will spend most of this fall arm-wrestling over next year’s budget. The executive team goes to the mountain and tweaks the strategy. Next you have to actually make the strategy come to life by setting objectives for the coming year.

Additionally, in the next couple months you’ll look at how you did on the objectives you set last year at this time.

How are you doing on last year’s objectives? Will you meet them? Where does each member of your team stand? Why?

I’ve been around some organizations where objectives weren’t really that important. Objectives are only created because Human Resources requires it and we manage the way we manage. Business as usual. Does your organization fit into that bucket?

I don’t like to do something just because “it’s the way we’ve always done it even though it serves no purpose” and I know you don’t either.

The process of setting objectives throughout the organization can be an extremely powerful leadership tool. While actually meeting objectives, a great deal of culture setting can occur.

There is one crucial point however to make about setting objectives that we find often gets missed.

If we in fact really use objectives as a leadership tool designed to get us to the growth targets called for by the strategy then we have to be thinking like a change leader.

Whether we are setting objectives for growth or even for targeted shrinkage we are basically saying that this year must be different than last year. So, we are, in effect, saying that behavior of individual people must be different than last year – CHANGE.

What are the chances of that behavior changing if these changes aren’t explicitly included in each person’s objectives, in the objectives of their managers, and coached at every opportunity?

In other words what are the chances that at the end of this year you will actually meet your strategic targets?

To do:

  • For each objective, identify what the individual must do differently this year in order to achieve the objective.
  • For each objective, identify what the manager must do differently this year in order to achieve the objective.
  • Discuss the progress on the changes being made constantly through the year.

Meeting objectives tied to strategy is critical to sustainable growth and success. Being the leader who achieves and exceeds objectives gets you promoted!

Reserve your team leadership session on Setting Objectives. Click to learn more.

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On September 15, 2015
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