This content can already be applied in your work as a leader in any context where you talk about results, roadmap, tasks and actions. You can use this in performance management processes, when writing KPIs or OKR, when setting objective (SMART, SMARTer) when informing the team of results, roadmaps or tasks in 101s or team meetings.
- how do I set objectives/goals. What are good objectives?
- how do I make my goals measurable?
- can I change my goals in time? - what about attitudes?
The main idea to apply here is:
Results - are what is left after a person stopped moving/doing.
Roadmaps or plans are sets of tasks to achieve those results. All these are descriptions of needed movement. Every manager knows, a road map is meaningless if it is not acted on.
Actions/Movement = a task acted on.
When setting objectives you can set them in terms of results or tasks (what needs to be done)
Performance objectives (no matter what methodology you use to define them) or how you call them (OKRs, KPIs, Goals, Objectives) need to separate RESULTs from TASKs.
Performance objectives/Goals have a distinct use in leadership. You use them as aids, as tools.
Goals do some things great:
- Goals direct attention and effort toward goal relevant activities and away from irrelevant ones. This happens in terms of specific actions (I know what I need to do and do it) but also cognitively (I focus on what matters)
- Goals are energizing. they gather energy toward an action rather than disperse it
- Goals have an effect on persistence
- Goals have effect on actions indirectly by leading to the arousal, discovery and use of task-relevant knowledge and strategies.
***When goals are self set people set higher goals. They are also more committed to assigned goals, find and use better task strategies and respond more positively to negative feedback.
How do I set objectives or goals? What are good/efficient objectives?
Here there is a long discussion and it comprises everything from SMART objectives to SMARTer to KPIs to OKRs. My recommendation is for you to do what is possible in your particular context, what works for you and what has an actual effect:
- If you can predict specific results you can set goals in terms of results, but even in this case I recommend for you to also have at least a discussion about what tasks are needed to create those results, about the means to achieve those results.
- if you set goals as RESULTS exclusively than make sure you are ok with whatever the person comes up in terms of tasks necessary to achieve those results.
· If you don’t know and can’t know what a good result could be (for example in the case of learning something new or research on a topic) it is best to just set as a goal the task you want and then clarify that task further in iterations.
- if you set goals in terms of tasks make sure you are specific (discussing what, how, how long, duration, frequency, when, and so on). You don't have to know all this or say all this, in fact I recommend you don't go to a person to tell them exactly what to do. I recommend that you have this discussion with the person and create the space for that person to clarify for themselves the tasks with your validation and if needed with your advice.