Downloaded 32 times
More Related Content
Similar to Mastering Goals & Metrics
![2841107 training %20-effective%20goal%20setting-employee1[1][1]](https://cdn.slidesharecdn.com/ss_thumbnails/2841107training-20effective20goal20setting-employee111-111023181340-phpapp02-thumbnail.jpg?width=640&height=640&fit=bounds)
Mastering Goals & Metrics
- 1.
- 2. 28 % highersame-year operating margin (this is a big deal). 3x higher than peer companies And… Goals Are Tools People and companies with goals are FAR more successful.
- 3. Define Goals Triage Priorities Get Right Work Done Report Progress Provide Feedback ManagementFundamentals Continuously align team and effort to goals of organization
- 4. Define Goals Get Right Work Done Provide FeedbackTriagePriorities Report Progress Companies fail to achieve strategic goals 70%of the time
- 5. Define Goals Triage Priorities Get Right Work Done Report Progress Provide Feedback 7% understandgoals 76% use To Do lists 13% really engaged 70% of managers time 8% say reviews work A simple truth: Your team can't achieve a goal it doesn’t know about.
- 6. Goals Enhance DecisionMaking Achieving Them Enhances Careers & Satisfaction
- 7. You Have to SetGoals to Achieve Them
- 8.
- 9. Stretch People Push peopleto greatness but not be beyond their reach. Not too easy, not too hard... Easy goals don't engage people in achievement. Impossible goals demoralize people and sabotage the long term.
- 10. Inspire People Tap intoand create ASPIRATIONS Energize people Provide the purpose for work Inspire the extraordinary
- 11. Inspiration Sample Marketing: Massive mindsharefor a massive product launch IT: Transform Business Perception of IT Finance: Employees and exec LOVE the new expense system
- 12. Define Success Key metrics 1.When will you achieve the goal 2. Quantified target for achievement 3. What, who and how you will measure Balance metrics to get right results; most subjective goals can be made objective.
- 13. Sample Metrics Marketing: Massivemindshare for a massive product launch 10,000 retweets 2,000 qualified leads 12 press mentions/week this quarter IT: Transform Business Perception of IT 80% system use 90 days post deployment Reduce overhead cost/employee 15% by year end 90% of GMs rate service level 4 or better Finance: Employees and exec LOVE the new expense system Less than 10 user errors reported in first quarter Reimbursements average < 7 days Sign offs ave < 48 hours
- 14. Sample Metrics Milestone completion •Measure execution progress • Monitor budget or run rate Skill building and subjective targets • Read or complete learning modules • Self assess competency at 80% of “expert” • Self assess monthly to reinforce intentions
- 15. Less is More Goalsfocus attention and clarify priorities. Break annual goals into chunks Create presence Galvanize execution Reduce risk of failure The Pit of Distraction
- 16. The 3 SecondRule People should be able to find the goals in 3 seconds. Email is competing with goal achievement, so make goals as present as the inbox. It should be as easy to find and work on truly important things as it is the last incoming message.
- 17. Align Actions toGoals It takes discipline, but it’s the job: Define the work needed Drive consistent execution Hold people accountable Model the behavior you seek
- 18.
- 19. Celebrate Victory Often Celebrate incrementalwins to build early momentum – what’s accomplished rather than yet to be done. Satisfaction is a powerful motivator. 83 %say RECOGNITION is more important than compensation
- 20. Workboard Goals & Metrics •Set goals and metrics for your teams • Align workstreams and actions to goal achievement • See goals up and down the organization • Get instant visibility to progress and risk to goal
- 21. Discussion Your challenges andprocess breakdowns? Your best practices and wisdom?
- 22. Leaders’ Checklist Don’tlet perfect be the enemy of good Set and communicate goals – 3 second rule Define balanced metrics Ensure actions to achieve goals are clear, owned and executed Prioritize ruthlessly and relentlessly Stay tuned in to metrics and actions WoW and MoM Lead the way through your actions
- 23. Lead the Waywith Workboard Goals & Metrics Actions Required Progress Accountability Feedback & Reward
- 24. Lead the Waywith Workboard Goals & Metrics Actions Required Progress Accountability Feedback & Reward Get Workboard free today and achieve great results! www.workboard.com
Editor's Notes
- #5 And it’s often because managers are caught in a loop triaging and reporting … which is recursive, leaving them little time to communicate goals and help people work on the right things … so more triage is required … and feedback falls to the wayside because it’s hard to give someone feedback for not working toward a goal they didn’t see.
- #6 COMPLEX COMPANIES | TIME ZONES | REMOTE WORKERS | SHRINKING SUPPORT | ENDLESS DAYS | ACCOUNTABILITY CONSTANT There is a lot of room for improvement and even more room for comptitive advantage
- #7 When people don’t know goals, they don’t know what really matters and they can’t make good choices … Examples of decisions enhanced … And when achievement is tied to larger goals rather than work without clear purpose, satisfaction goes WAY up – and with it, the degree of commitment and engagement to achieve the next big result.
- #13 Metrics translate and quantify the aspirational language of goals
- #14 Metrics translate and quantify the aspirational language of goals
- #15 Metrics translate and quantify the aspirational language of goals
- #16 help people make better choices with their time. Break it down to avoid overwhelming people or letting them fall into lazy pattern of their college years … how many of us try to do 40% of the year’s business in the 4th quarter?
- #17 This is where managers are really challenged – where and how do you keep goals present, visible, woven into the work of your team members? It’s using tools to make them visible AND it’s bringing them into your team discussions, activities and 1on1 conversations.
- #19 Frame the choices … And if you’re the leader, people will follow your actions … do you drift off goal? React to noise on the line? Or do you recenter several times a week and refocus on the work that matters. Lead the way.