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Smart goals
Smart goals
Smart goals
Smart goals
Smart goals
Smart goals
Smart goals
Smart goals
Smart goals
Smart goals
Smart goals
Smart goals
Smart goals
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Smart goals

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  • Set collaborative performance management expectations in order to build an effective work relationship with employees – bring in Aligned or model!!!Role play this with the steps on the screen ?AGAIN you can do this in a one on one
  • ·Review Willingness and Ability and ask which do participants think is most important consideration if had to choose.Use the handout with scale to assess and discuss appropriate leadership style for the goals written earlier. Refer to these when completing the assessment.
  • Transcript

    • 1. Setting SMART Goals go/learning workshop May 2012
    • 2. Agenda• Alignment & prioritization• Types of goals• Preparing the goal• Readiness• Making it SMART• Making it happen
    • 3. • We are most effective when are going in the same direction with a Alignment shared purpose • Knowing what is most important helps us decide what we should bePrioritization spending time on • Goals that are align and prioritized Goals drive our work
    • 4. Types of Goals • What needs to be planned to get us Strategic & where we want to go? Operational • What needs to be done to get us there with the desired results?Development • How we get it done most effectively
    • 5. • Skills, abilities, and experiences needed to: • Reach strategic and operationalDevelopment goals Goals • Increase capability in my current position • Prepare me for more responsibility in the future
    • 6. Making your Goals SMART S Specific M Measureable A Aligned R Realistic T Time bound
    • 7. What if I can’t measure it?• Everything can be measured – Quantity – Quality – Feedback• Use a “proxy” - a good estimate
    • 8. Preparing the Goal• What do I want to accomplish?• Why is it important to accomplish this?• How is it aligned with where I/we want to go?• What will happen if I accomplish it?• What is at stake if I don’t?• What is my readiness level* (my willingness and ability)?• What needs to be true in order to make it happen?
    • 9. Readiness Level is a combination of: Willingness: the amount of confidence, commitment, and motivation demonstrated. Ability: the amount of knowledge, experience, and skill that a person is currently demonstrating for a task. Taken from
    • 10. Readiness Level is Task Specific R4 R3 R2 R1(R) = Readiness Able Able, Unable, Unable,Level confident, unsure; willing unsure willing able unwilling
    • 11. Identify Readiness Level Task or Goal: Willingness: High R4 R3 R2 R1 Low Behavioral Evidence: Ability: High R4 R3 R2 R1 Low Behavioral Evidence:
    • 12. Practice Writing a SMART Goal Prepare the Goal Check Readiness level Make it SMART
    • 13. Next Steps• Share your draft with someone who can help• Check in with your manager for perspective* – Discuss priorities – Share readiness level – Enlist support• Finalize your goal• Set a plan to create “windows of when”**• Track, review, adjust and record*This can be done before during and after the goal setting process – especially since your manager may give you some goals** from Porter Knight

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