Submitted by Sal Silvester on July 5, 2012
Imposing your own goals on team members is one of the fastest ways to lose their commitment.
Goal setting is a collaborative process. The role of the leader is to provide coaching to ensure everyone is in line with overall team goals. Make sure any online collaboration tools or other technology you use to support the goal-setting process doesn’t take the place of crucial in-person conversations.
Submitted by Sal Silvester on April 11, 2012
The performance management process in many organizations is irrelevant. Create 12-month/annual goals and then ignore the goals throughout the year.
How about a more agile process instead?
1. Create quarterly or more frequent goals that are aligned with organizational goals.
2. Make the review process more frequent - e.g., quarterly.
3. Update goals throughout the year so that they are in line with the latest organizational and market changes.
Submitted by Sal Silvester on January 7, 2012
The first week of January is over. Are your people aligned?
Is every team member, from your front line employee to supervisor to mid-level manager and above, clear about the strategic direction of the organization? In most companies, it’s well into the calendar year before team members understand the vision and strategy. If this is the case on your team, you'll probably notice a lack of clarity, confusion and unspoken expectations. The business results you'll experience are lost productivity, low employee engagement, and missed opportunities.
Submitted by Sal Silvester on December 10, 2011
In a recent post, I mentioned that we all respond to our environment in a natural way. Sometimes our responses produce effective, long-term results. Other times, our responses are short-term and reactive. I compared two stances in life - a Problem-Reacting Stance and an Outcome-Creating stance.
Submitted by Sal Silvester on October 19, 2011
We hear a lot about accountability. But, what does it really mean? What can leaders do to create an accountable organization?
Here are a few questions to consider.
Submitted by Sal Silvester on October 17, 2011
Numerous leadership books will tell you that having a vision is important. But for many people, the idea alone is difficult to understand, which makes developing a team vision elusive.
Having a vision for your team is critical because it gives the members clarity on the team’s purpose and where it’s going. That clarity helps in day-to-day decision making, prioritizing, and understanding expectations.
Here is a simple 6-step process to help you create a meaningful and compelling vision for your team.