Goal setting plays an important role for developing the strategies that will enable the individual to perform at the required goal levels and reach that goal, which in return leads to satisfaction, higher motivation, commitment and performance.
Studies have shown that individuals who are provided with specific, difficult but attainable goals perform better than those given easy, nonspecific, or no goals at all.
Overview: Team members consider why their team exists and what they want to accomplish in order to agree on one primary team goal.
Goal: Setting a team goal for everyone in your team to pursue.
“Why” should not refer to short term key results but rather the bigger picture from customer’s perspective (which often includes an emotional component, values and core beliefs).
Example
Echometer: We enable teams to leverage psychological know-how in their continous improvement process.
Others: We create our product to help connect people all over the world.
What is the most important goal that you would personally like the team to accomplish by the end of the next quarter/year (depending on your team’s context)?
Tip: This goal refers to a shorter and more visible timeframe than the “why”
You can either write all goals down on a whiteboard or place the moderation cards (with the goals written on it) on a whiteboard/table etc.
Example
“Now we have a list of the goals we want to achieve as a team. At the top of the list stands the goal with the highest priority, followed by the one with the second highest priority and so on. This helps us not to lose track in the every day work. Furthermore it makes clear for us which goals need most of our attention right now and helps us to develop a strategy to reach them.”
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