The document outlines the process and outcomes of a team goal setting workshop. It discusses setting team priorities and goals aligned with organizational and department objectives. Having clear goals provides motivation and links the team's work to customer needs. The workshop covered understanding strategic priorities, setting team goals using the SMART principle, and identifying strengths and development areas using a Belbin team style assessment. The outcomes include alignment of team work with strategies, commitment to objectives, and improved processes to develop skills and relationships.

1. Team Development
Goal Setting Workshop

2. Outcome from today’s session
• Understand the Team strategic priorities for the
coming year;
• Understand our Department priorities for the
year;
• Agree on how our team can support the
achievement of these priorities;
• Set Team Priorities to be used as our goals
going forward; and
• Improve clarity about team purpose, roles and
responsibilities.

3. Importance of Team Clarity
• Having clear goals provides us with
greater motivation, direction and
enhances our performance;
• Links us with organisational objectives and
our customer needs;
• Provides a way of connecting with other
teams; and
• Enable us to have shared expectations
and values as team members.

4. Team Development
Team goals are
aligned with
organisational
goals
Team identifies
when and how to
integrate its work
Strong
relationships
are developed
with team
stakeholders
and customers
Teaming
skills are
improved
Individual &
Team
Development

5. Process Of Cascading KRAs
Strategy Formation
“What are the company’s
business objectives?”
Business Requirements
“What must the Business
Unit deliver to enable the
team objectives to be
met?”
Department/Team
Alignment
“Given these strategies,
what must we deliver to
enable the business to
achieve its goals?”
Detailed Work Plans
“How can I influence the
deliverables being met?”

6. Why look at the Leadership Team
and general IT objectives?
The below diagram represents how the team goals link the individual
with organisation objectives. Without this synergy, neither party can
achieve their respective goals.
Team
goals and
objectives
Department
s goals and
objectives
Department
KRAs
Individual
KRAs
Consolidated performance
requirements of the business
The few most important performance
drivers for the team, department,
function or business
Objectives are
meaningful and
actionable

7. Role of Leadership in Team Goals
Leadership
plays a key
role in linking
team goals to
organisational
objectivesDrive
Creates
Translates

8. The SMART principle of Goal
Setting

9. Team Vision-Mission-Goals: Activity
• Based on our review of organisational and
department goals, use the worksheets to note
down your thoughts on:
– Our team vision (where we want to go);
– Our team mission (our current objectives); and
– Our team goals (to achieve our mission and work
towards our vision).
• Split into three groups and collate the team’s
thoughts on flipcharts.

10. Team Vision-Mission-Goals: Activity
• Review team thoughts in group to build
consensus, using the following criteria:

11. Developing our Team
• Once goals are clarified, the team can identify
relevant strengths and development needs to
ensure we behave in ways that support our
goals.
• Activity: Belbin Team Style
– Profiles individuals and identifies the natural role we assume
within teams;
– ‘Diagnostic’ approach to provide insight into the way we work
with each other and how we can become more effective as a
team;
– Complete the Belbin Team Style Inventory to identify your typical
‘team role/s’; and
– Discuss within the group.

12. Action Steps for Our Team

13. Outcomes from Team Goal Setting
• Alignment of team goals and team work with business
strategy and goals;
• Greater commitment of members to team objectives;
• Processes and practices established to improve the
team’s work and outcomes;
• Team members’ skills developed to expand capabilities
in a meaningful way;
• Strong relationships developed with leadership, team
sponsors, customers and stakeholders; and
• Organisational sponsorship and vision supporting the
team.

14. Finally….
Revise clear goals or vision to keep a teamRevise clear goals or vision to keep a team
moving;moving;
Evolving teams (changing views, values andEvolving teams (changing views, values and
skills), constantly review team goals; andskills), constantly review team goals; and
Constant revision and communication toConstant revision and communication to
move and change with the organisation.move and change with the organisation.

15. COLLECTIVE.LEADER@GMAIL.COM
+61 432 485427
Contact
Ms Kylie Prince
Corporate Psychologist
The Collective Leadership Organization