Goal setting is a powerful process that has proven to increase professional results and employee satisfaction.
Now is the time to create a plan, establish powerful goals that have a direct impact on company success.
In this informative presentation, CRG emPerform and host, Dawn Kohler, President of The Inside Coach, explore:
How to create the right goals for the right reason.
How to word motivational goals.
How to make a goal a reality.
How to adjust a goal for greater impact.
Enjoy!
To learn more about automating easy employee goal management, visit www.employee-performance.com
Today’s training session focuses on the importance of setting goals to guide and develop employee performance. We’ll examine the criteria for effective performance goals and cover the steps in the goal-setting and review process.
The information you learn in this session can help you strengthen the performance appraisal process as well as supervise and motivate your employees more successfully.
Taking time to set and communicate performance objectives seems to overwhelm all managers at one point or another. In this webinar, Denise Macik, one of G&A Partners’ HR experts, will discuss the purpose of effective expectation discussions, how set performance goals and communicate them with your team, and provide guidance on how to handle tough situations that may happen during a discussion about performance.
This is a slightly modified version (includes text of speaker notes) of the presentation that our CEO, Brennan, delivered at the CHRO Summit in Toronto. It focuses on why leaders need to focus on employee engagement more, why they don't currently and how to fix that.
Tips on goal setting and planning. All my presentations incorporate personal experiences, clinical psychological training and practical approaches to goal setting and planning.
Today’s training session focuses on the importance of setting goals to guide and develop employee performance. We’ll examine the criteria for effective performance goals and cover the steps in the goal-setting and review process.
The information you learn in this session can help you strengthen the performance appraisal process as well as supervise and motivate your employees more successfully.
Taking time to set and communicate performance objectives seems to overwhelm all managers at one point or another. In this webinar, Denise Macik, one of G&A Partners’ HR experts, will discuss the purpose of effective expectation discussions, how set performance goals and communicate them with your team, and provide guidance on how to handle tough situations that may happen during a discussion about performance.
This is a slightly modified version (includes text of speaker notes) of the presentation that our CEO, Brennan, delivered at the CHRO Summit in Toronto. It focuses on why leaders need to focus on employee engagement more, why they don't currently and how to fix that.
Tips on goal setting and planning. All my presentations incorporate personal experiences, clinical psychological training and practical approaches to goal setting and planning.
Improving employee behavior through the performance appraisal is challenging. Shifting the mindset of the manager to one of improvement shifts the outcomes that employees have.
Does your company complete performance appraisals?
Are they used effectively to improve performance and increase business results?
Are managers trained to coach staff effectively?
Leave your comments!!
https://compassroseconsulting.com/coaching-staff-success
What you must know about training & how to measure its effectivenessSCS universal
this presentation is talk about to know all about training, how to give training, what be taken care how the training will be given. Training different methods. How to monitor training effectiveness. How to prepare training feedback forms etc.
Webinar slides with Paul Niven & Ben Lamorte “OKRs: Best Practices from the F...Atiim, Inc.
Learn OKRs from the world’s top OKR experts:
- Best practices from the “real world”
- Learn new tips and practical ideas
- And much more!
Video of webinar is here:
https://youtu.be/QxLTRk8bZ1s
Webinar on Atiim:
https://www.atiim.com/okrs-best-practices-from-the-field/
When you’re building a company culture of success, using Human Resources OKRs is a great way to provide focus and align priorities with the rest of your company. If you’re looking for a basic introduction to OKRs, check out our Complete Guide to OKRs: https://7geese.com/okr-objectives-and-key-results-faqs/
Table of Contents:
- Human Resources OKR Examples for Compensation and Benefits
- Human Resources OKR Examples for Culture
- Human Resources OKR Examples for Employee Retention
- Human Resources OKR Examples for Hiring
- Human Resources OKR Examples for Performance
- Human Resources OKR Examples for Staffing and Training
Learn how to execute effectively your strategies via the OKR (Objectives and Key Results) system in your organization
Schedule in a free Strategy call with me:
https://calendly.com/flowyteam/30min
Contact me for more information on OKRs:
https://www.linkedin.com/in/dirk-schmellenkamp-okr-kpi/
#okrcoach #okrcoaching #okrs #okr
After reviewing Google's OKR process, I proposed this to a company I worked at. Though we did not have anything better in place, the proposal did not get accepted. Still, the framework and proposal seemed sound. Perhaps someone might be able to use what I've put together to pitch at their company.
Enhancing Performance Planning And Review for Business and Talent ManagementKenny Ong
*Why we hate Performance Appraisals and why most Performance Management Systems do not work
*From performance appraisal to performance management, and from a bureaucratic requirement to a tool for managing and improving performance
*Planning, managing and developing the performance of subordinates
*Rewarding performance and Managing Talent
How would you answer five (5) vital questions about your organization? How would your CEO and other levels of the organization answer them? Would you & your employees answer thee questions the same way? This workshop provides the questions needed to align and connect employee performance with your organization's business results.
Improving employee behavior through the performance appraisal is challenging. Shifting the mindset of the manager to one of improvement shifts the outcomes that employees have.
Does your company complete performance appraisals?
Are they used effectively to improve performance and increase business results?
Are managers trained to coach staff effectively?
Leave your comments!!
https://compassroseconsulting.com/coaching-staff-success
What you must know about training & how to measure its effectivenessSCS universal
this presentation is talk about to know all about training, how to give training, what be taken care how the training will be given. Training different methods. How to monitor training effectiveness. How to prepare training feedback forms etc.
Webinar slides with Paul Niven & Ben Lamorte “OKRs: Best Practices from the F...Atiim, Inc.
Learn OKRs from the world’s top OKR experts:
- Best practices from the “real world”
- Learn new tips and practical ideas
- And much more!
Video of webinar is here:
https://youtu.be/QxLTRk8bZ1s
Webinar on Atiim:
https://www.atiim.com/okrs-best-practices-from-the-field/
When you’re building a company culture of success, using Human Resources OKRs is a great way to provide focus and align priorities with the rest of your company. If you’re looking for a basic introduction to OKRs, check out our Complete Guide to OKRs: https://7geese.com/okr-objectives-and-key-results-faqs/
Table of Contents:
- Human Resources OKR Examples for Compensation and Benefits
- Human Resources OKR Examples for Culture
- Human Resources OKR Examples for Employee Retention
- Human Resources OKR Examples for Hiring
- Human Resources OKR Examples for Performance
- Human Resources OKR Examples for Staffing and Training
Learn how to execute effectively your strategies via the OKR (Objectives and Key Results) system in your organization
Schedule in a free Strategy call with me:
https://calendly.com/flowyteam/30min
Contact me for more information on OKRs:
https://www.linkedin.com/in/dirk-schmellenkamp-okr-kpi/
#okrcoach #okrcoaching #okrs #okr
After reviewing Google's OKR process, I proposed this to a company I worked at. Though we did not have anything better in place, the proposal did not get accepted. Still, the framework and proposal seemed sound. Perhaps someone might be able to use what I've put together to pitch at their company.
Enhancing Performance Planning And Review for Business and Talent ManagementKenny Ong
*Why we hate Performance Appraisals and why most Performance Management Systems do not work
*From performance appraisal to performance management, and from a bureaucratic requirement to a tool for managing and improving performance
*Planning, managing and developing the performance of subordinates
*Rewarding performance and Managing Talent
How would you answer five (5) vital questions about your organization? How would your CEO and other levels of the organization answer them? Would you & your employees answer thee questions the same way? This workshop provides the questions needed to align and connect employee performance with your organization's business results.
Nakisa Goals & Performance helps align your human capital with performance evaluation cycles through a robust and integrated platform that defines your company goals & objectives. Employees can see how their personal goals fit into the company goals & objectives, monitor their individual progress and understand how their effort is evaluated. Managers can track team progress and goal performance and ensure performance evaluations are aligned with company goals & objectives.
Which Performance Appraisal Style Suits Your Company?CRG emPerform
Many appraisal types exist; from traditional to trendy, simple to complex, highly structured to open-ended. Here is a great overview of the most popular and common appraisal methods for a variety of business models.
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
Building Your Employer Brand Strategy - Stacy ParkerSocialHRCamp
In this interactive mega-session Stacy will take participants through the process of building a social media employer brand
strategy. Workshop components include:
- Why is employer branding important?
- How does your employer brand strategy rank?
- Steps to employer brand strategy
- Building a social media employer brand strategy
- Communicating your employer brand
- The role of social media on your employer brand strategy
- Adding measurable value
Six Steps to Business Wealth Creation! Harry Clark
Business Wealth Creation- Consider Pathway Partners as your Wealth Manager of the single greatest asset in your life, your business. We will determine its value today, and more importantly, create a target value for this key asset at a specific future date (typically three to seven years out). Learn more at www.PathwayPartnersLLC.com
We ensure that all the necessary tools are in place to create success and mitigate loss: KPI’s, incentive, profit sharing, strategic and business development plans. When the inevitable challenges arise, we will hold your team accountable for action plans to get the business back on track. We will be there to help the company perform at the levels necessary to attain your financial goals.
This laser focus on your company’s execution of its plan and direct and timely accountability helps ensure success. We are only successful when we help you attain your ultimate financial freedom and security. We are your Pathway Partners.
Hands-On & High Value
Our business model is different. We are not project based. We don’t charge large sums for doing projects that may or may not work. We only look for long-term relationships where we can be your partners in your success. We provide our services in a comprehensive manner based upon an affordable fixed monthly retainer. The retainer includes CEO coaching and the development of the plans, processes and management infrastructure to help ensure your success. Then we monitor monthly performance, help update the plans each year and focus on accountability toward fulfilling your company goals. We are your Pathway Partners.
Ah, the dreaded CSR report. Every year, you must report upon your CSR efforts and demonstrate your impact to your stakeholders, shareholders, and the general public. It’s important to not only communicate those statistics that your supporters expect but also those statistics that express the uniqueness of your CSR programs. Not sure where to start, or need to freshen up your annual report? Take a look at our presentation, the keys to impactful CSR reporting.
Implementing Balanced Scorecard In Organization PowerPoint Presentation SlidesSlideTeam
Presenting this set of slides with name - Implementing Balanced Scorecard In Organization Powerpoint Presentation Slides. This aptly crafted editable PPT deck contains twentyseven slides. Our topic specific Implementing Balanced Scorecard In Organization Powerpoint Presentation Slides presentation deck helps devise the topic with a clear approach. We offer a wide range of custom made slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates. Speculate, discuss, design or demonstrate all the underlying aspects with zero difficulty. This deck also consists creative and professional looking slides of all sorts to achieve the target of a presentation effectively. You can present it individually or as a team working in any company organization.
Webinar: Carving The Right Path - A Succession Planning Guide for Millennial...TalentView
Let’s talk about your Millennials and upcoming Gen Z leaders. Have you tried to tailor your strategy to the work styles and cultural environment that Millennials and Gen Z leaders wish to have as they move into leadership roles?
In this session, you will learn about:
1. The top key work styles & preferences of Millennials and Gen Z leaders
2. How to drive retention and loyalty within your organization
3. New ways to strengthen your learning & development initiatives
Watch the recording here: https://fb.watch/hgaJV8Zy0z/
For questions or clarifications, email us at inquiry@talentview.com.
The Talent Management Navigator Performance ManagementSeta Wicaksana
Effective Performance Management supports the achievement of both individual and business objectives. Through the Performance Management Process:
Employees understand how the work they are doing supports the broader goals of the organization
Employees understand what is expected of them, how they’re performing against those expectations, and how they can continue to improve their performance and contributions to advance their own career and business objectives
Managers provide feedback and coaching throughout the year to support employees in sustaining and improving their performance and developing their capabilities in alignment with their career goals
Employees and managers maintain on-going communications about performance and development progress and use the Company’s approved documents and/or technology to document progress
This exercise provides a qualitative review of the past year and
intends to prepare entrepreneurs and managers for the next.
The attached sector-agnostic framework creates a simplified reference point and
creates better results for compact projects. The exercise should
be extended and updated for complex organizations and teams.
Please get in touch with us to learn more.
Setting company goals is something that every CEO does, but do your employees actually care? Goal setting is something that every organization needs to revisit and make sure that employees are aligned in achieving the corporate goals.
PureAcademy S.M.A.R.T Planning & Tactics Workshop - Manchester, June 2019Pure360
Introducing PureAcademy - Pure360’s free workshop programme that aims to empower marketers to be the best they can be with sessions designed to build on their professional development and help them further their marketing career.
Hosted by our in-house Customer Success experts, we provided a hands-on session loaded with practical advice to take away and start implementing straight away.
Our S.M.A.R.T Planning session in Manchester allowed our guests to refocus their marketing strategies to maximise their resources and returns on investment.
We took a look through best practice advice and helped our guests take a step back to refocus on why they do what they do. We introduced the S.M.A.R.T planning framework and helped our guests set appropriate marketing goals and actions for the next year.
Similar to Employee goal setting for results making 2013 a high impact year (20)
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...
Employee goal setting for results making 2013 a high impact year
1. Goal Setting for Results:
Making 2013 a High-Impact Year
Welcome!
Goal Setting for Results
Making 2013 a High-Impact Year
2. Goal Setting for Results:
Making 2013 a High-Impact Year
ABOUT US:
Online Employee Performance Management
Appraisals ● Goal Management ● Succession
360° Reviews ● Reporting ● Social Feedback
Pay-for-Performance ● + more
www.employee-performance.com
3. Goal Setting for Results:
Making 2013 a High-Impact Year
MORE GREAT WEBINARS AVAILABLE AT:
www.employee-performance.com
4. Goal Setting for Results:
Making 2013 a High-Impact Year
TODAY’S HOST:
Dawn Kohler
Chief Executive Officer
The Inside Coach, Inc.
www.theinsidecoach.com
5. Goal Setting for Results:
Making 2013 a High-Impact Year
•Manager and Executive Coaching
•Online Training Programs
•Customizable Webinars
•Training Center Memberships
6. Goal Setting for Results:
Making 2013 a High-Impact Year
TODAY’S AGENDA:
Going beyond SMART goals
The big picture of goal setting
Creating High-Impact goals
Bottom up versus top down goals
How to write goals for higher impact
Staying on track
7. Goal Setting for Results:
Making 2013 a High-Impact Year
GOING BEYOND SMART GOALS:
Smart goals are good…and they can be better.
Let’s take it a step further!
8. Goal Setting for Results:
Making 2013 a High-Impact Year
TURN SMART GOALS INTO HIGH-IMPACT STRATEGIC GOALS
• Goals that contribute to the bigger picture
• Goals that create substantial results
• Goals that are motivated by passion and commitment
• Goals that keep you feeling positive and focused
High-impact goals: create results…are motivated by passion…keep you positive…contribute to the whole
9. Goal Setting for Results:
Making 2013 a High-Impact Year
HIGH-IMPACT GOALS DIRECTLY AFFECT THE GREATER VISION OR MISSION
Vision: To double the size of our customer base by 2018
Vision: Build a social media platform with 100k followers by 2017
Vision: To bring the most innovative products to market and be the premier provider
in our industry by 2018
WHY is the vision important?
10. Goal Setting for Results:
Making 2013 a High-Impact Year
WHY DO WE CARE?
Goals that make a difference
to something we value are the
goals we most likely achieve
What makes a goal a high
impact goal is when it has
meaning
Meaning creates passion
and purpose
11. Goal Setting for Results:
Making 2013 a High-Impact Year
CREATE PASSION…THEN CREATE THE GOALS
Why is the greater vision important …
To society?
To the company?
To me?
Until you capture the why,
you only have their minds, not their passion!
12. Goal Setting for Results:
Making 2013 a High-Impact Year
EXAMPLE:
Vision: To bring the most innovative products to market and be the premier provider in our
industry by 2018
To society? Our products our green, support our employees families, and growth
allows us to support our charitable programs.
To the company? Being a premier provider will help us attract the best employees and
gain market share to support training and innovation.
To me? Growing a company to become a leader in the industry will advance my career
and expose me to new information and ideas.
13. Goal Setting for Results:
Making 2013 a High-Impact Year
NOW THAT WE CARE…WHAT WILL CREATE THE GREATEST IMPACT
TOWARDS OUR VISION?
The key to ensuring substantial results = make sure the goal is meaningful!
What can we do in 2013 to move closer to our long term goal or vision?
What worked in the past?
What are the trends and emerging opportunities?
What are our resources?
What innovative ways have the greatest potential of moving
us towards our goal?
Where should we focus our effort to get the greatest results?
14. Goal Setting for Results:
Making 2013 a High-Impact Year
TOP-DOWN AND BOTTOM-UP GOALS
20%15%10%5%
35%15%
50%Top-Down Bottom-UpCorporate
Department
Individual
Corporate
Department
Individual
Top-down pushes goals to contributors
Bottom-Up Goals add up potential contributions of employees
15. Goal Setting for Results:
Making 2013 a High-Impact Year
HIGH-IMPACT GOALS CASCADE TO LINK & LEVERAGE
• Goals cascade from the long term vision into today’s efforts
• Linking goals gives greater achievement to the accomplishment
• Goal inception…
• needs to start from the clear vision
• be meaningful to every person
• identify clear short term achievement to focus efforts
16. Goal Setting for Results:
Making 2013 a High-Impact Year
EMPOWER EMPLOYEES
Employees need to know that goals and expectations:
• Matter
• Make a difference
• Have been well thought out
• Fair and standard
17. Goal Setting for Results:
Making 2013 a High-Impact Year
GOALS SHOULD GIVE YOU ENERGY…NOT DEPLETE YOU
What can I do in 2013 to accomplish the long term goal or vision?
• Keep it simple and realistic
• Focus on 1-3 areas of advancement or improvement
• Set quarterly milestones or mini-goals
• Report and recognize incremental improvement
18. Goal Setting for Results:
Making 2013 a High-Impact Year
TURN GOALS INTO ACTIONS!
Vision:
To bring the most innovative products to market and be the premier provider in our
industry by 2018
Department Goal:
Hire 5 high-potential customer service staff to increase customer satisfaction to
become a premier provider in the industry.
Actions:
Hire a recruiter by 2/15
Create an on-boarding process by 3/1
Extend offers to 3 candidates by 6/1
19. Goal Setting for Results:
Making 2013 a High-Impact Year
GOALS ARE MOST LIKELY TO BE ACHIEVED WHEN…
Personally meaningful
Linked to a greater cause or vision
Written in a clear and actionable statement
Spoken out loud to another person
Reviewed on a weekly basis
Reported on monthly to a caring person
The success of goals is acknowledged
20. Goal Setting for Results:
Making 2013 a High-Impact Year
THIS ISN’T YOUR GRANDMOTHER’S GOAL MANAGEMENT
No excuses – technology does the dirty work.
• Create and track goals year-round.
• Automatically link employee goals to company objectives.
• Create accountability and ownership of goals.
• Give managers the tools to effectively monitor employee goals & progress.
21. Goal Setting for Results:
Making 2013 a High-Impact Year
GOAL-SETTING PROCESS
1. Identify the bigger picture and why it’s important
Identification gives meaning to your dreams & desires
2. Investigate what actions will create the greatest results
Trends, resources, opportunities
3. Develop Goals…
Development provides the context & substance for results
4. Write Goal Statements…
Goals are only as good as the statements that define them
5. Develop Action Plans…
Action plans detail the activities & steps, organizing you
Follow-up and Follow through!
22. Goal Setting for Results:
Making 2013 a High-Impact Year
THANK YOU!
Dawn Kohler
Chief Executive Officer
The Inside Coach, Inc.
www.theinsidecoach.com
CRG emPerform
1.877.711.0367
info@employee-performance.com
www.employee-performance.com (free trial)