Goal Setting

Goal Setting Workshop 2008GMR Group

© 2008 Cerebrus ConsultantsGoal Building Workshop 2008 - GMR

Introductions

Purpose of today’s Workshop

Your Workbook

Ground Rules


Program Design

Goal Setting Workshop – Introduction, Perspective

on Jobs, Goals and Competencies, SMART

Goals Beyond the Workshop, Get Set GOAL! -

Thinking about your Job – Purpose, Activities and

ChallengesGet Set GOAL! – Set your Goals, Facilitator

Review, Interim Submission of Goal

Sheet

Hour 1

Hour 2

Hour 3&4


Business Context

Multiple businesses / geographies

Different stages of maturity

Project and SLA based organization


Design of the Workshop

Emphasis on the Job route

Your job Your goals

THE GOAL IS YOURS – OWN THE GOAL!


Objectives of the Workshop

At the end of this workshop you should have an 85%

complete goal sheet consisting of SMART goals


Some Typical Questions

My role keeps changing

My goals are not accurate

I already have a goal sheet… My team has been setting goals every year

What about the Balanced Score Card?

Is this process going to make a difference?

I do not have a fixed set of responsibilities

Understanding Jobs


Key Aspects

Key Aspects of a JobJob Purpose

Key responsibilities and Duties

Key Activities and Tasks

Interactions


Thinking about your Job – Perspective 1

Strategic – Policy formulation and strategic decision making.

Managerial – effective acquisition, retention and development of resources

Operational – effective running of day to day activities/operations

What aspect of your job is…

Strategic

Managerial

Operational


Thinking about your Job – Perspective 2

Set Performance

Goals

Required Competencies

Excellent Performance

Focus on RESULTS

Focus on BEHAVIOR & SKILLS

WHAT HOW


Competencies

An underlying characteristic that drives superior performance

Behavioral Competencie

s

Technical Competencie

s

COMPETENCIES

E.g. Result Orientation (Delivering the promise) – identifies, confronts

and overcomes barriers to successful completion of a task or project.

E.g. Project Management – apply project management principles to the

initiation, planning, execution and closure stages of a project while

efficiently managing cost, quality and time


How Many Goals

“If you chase two rabbits,

both will escape…”

Too many goals defeat the purpose

A goal is something you

want to achieve!


GMR PMP Process

Assessment of Values &

BeliefsScore

Achievement of Goals

Score

70%

30%

Final Performance

Score

© 2008 Cerebrus ConsultantsGoal Building Workshop 2008 - GMRGMR Goal Setting 2008

GMR Values & Beliefs

Humility

Respect for individual

Learning

Deliver the promise

Social Responsibility

Teamwork &

Relationship

V & BV & BEntrepreneurship


Types of Goals

Problem Solving Goals – Solving specific

issues. E.g. Reduce non-budgeted expenditure

by 5%

Maintenance Goals – Continuous job

responsibilities. E.g. Generate pay checks

by end of every month

Majority of goals

Project Goals – For specific one time

projects, new services & operations. E.g. SAP

implementation by June 3rd

Learning Goals - Learning a new job or developing a new skill. E.g. Improve written communication skills

Types of Goals


SMART Goals

Goals should be straightforward and

specific. Answer the questions –

Who, What, Where, When, Which, Why

Measuring your goals helps you stay on track. If you can’t measure it, you

can’t manage it. How much? How many?

A goal must be capable of being reached. The goal must be achievable and still stretching. So you feel you can do it and it

will need a real commitment from you.

Specific

Measurable Attainable

S M A R TRelevant

Timeline


SMART Goals

The goal must be able to produce an impact or

change. In addition, the goal must also be important to the

organization.

Set a timeframe for the goal. Putting an end point on your goal

gives you a clear target to work towards.

Relevant Timeline

S M A R TSpecific

Measurable

Attainable


Example – SMART goals

SMART Goal – Appoint an external consultant with expertise in the area of Engineering and Design by June 3rd and draw a Service Level Agreement in adherence to the company’s policies.

SMART Goal – Respond to a RFP in adherence to the company’s policies within two weeks of receipt along with required inputs from the Construction as well as Engineering team.

Goal – Respond to a ‘Request for Proposal’

Goal – Hire a consultant


Set Goals with Measurements

Measurements provide a method of feedback and evaluation

Objective Measurements – Quantitative measurement,

specific end result

e.g. Cost, Revenue, Output

Subjective Measurements – Depends on a view point,

subjective end result

E.g. Opinions, Experience, Perception, Customer

Satisfaction

Goals with Measurements


Beyond Goals

The Performance Management Cycle

Review – Discuss results,

Review and refine goals

Assess – Development

plans

Planning – Set goals, Identify support and

barriers


The Goal Setting Worksheet

A Quick Job Analysis – Activities,

Responsibilities and Challenges

Goal Setting – Goals, Target, Responsibility,

Support and Action Plans


Beyond This Workshop

By the end of this workshop you should have a 85% completed goal sheet consisting of SMART goals

Next StepsReview the goals that you have set in this workshop

Discuss them with your supervisor

Finalize your goal sheet

Get a sign off from your supervisor

Send us your completed goal sheet within 10 days from today


Contact Us

Get in touch with your Trainer / Facilitator directly for any queries

Contact us over email at the following address

[email protected]

Send in your final goal sheet at

[email protected]

mailto:[email protected]

mailto:[email protected]


Prizes to be Won!!

All participants to get souvenirs on submission of signed-off goal sheets.

Early bird prizes for the first 100 completed goal sheets in each location

Two prizes in each session for the best goal sheet

All prizes and souvenirs will be announced at the end of all programs (mid-June)

Get Set GOAL!!

Goal Setting

Documents

Transcript of Goal Setting