By Debra W. Gould, MS
Individuals must set their personal goals. Managers must set team goals. Then all goals must align with the strategic initiatives that the organization has set for the coming year. It all seems like a big hassle, and in many cases, it is. Sometimes it’s a futile exercise that’s not revised until the next year. But it doesn’t have to be.
You need to have a plan of where you want to go, and goal planning serves to help us set the destination as well as the course of action to get there.
Setting team goals is an important step in helping the organization reach its next destination. If your company is set on delivering the next generation of distribution technology, then your team goals need to contribute to this journey.
But you can’t set team goals in a vacuum—it takes team effort, team involvement and team buy-in. Your role as a manager is to make sure the team understands the organization-wide goals. Your job is also to facilitate the process of defining the team goals. The more you can involve your employees in setting goals for themselves and the group, the more committed to those goals they are likely to be.
When writing goals, it’s helpful to keep the following tips in mind:
Debra W. Gould, MS is the president of Debra Gould & Associates, Inc. based in New Orleans and provides management consulting and training services to commercial and government clients. Debra is one of the founders of The Ebony Speakers and co-author of the book, Real Women, Real Issues - Positive Collaborations For Business Success. Debra can be reached at: (504) 244-6576,
email: firstname.lastname@example.org and
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