If you are looking to set some professional goals for your organization, there are ways to achieve long-term success. In theory, it is nice to set personal resolutions, but those often go by the wayside in a few weeks. With organizational goals, you can help your business achieve success. But remember that goal tracking and goal setting are not always a one-size-fits-all achievement. Depending on the content of your business and what you are trying to achieve will determine how you set and pursue those goals.
There are three types of organizational goals: individual, team, and corporate. With these goals, they all have specific time frames for achievement. In many cases, those goals have longer time frames than others. If you think about board goals, like creating a performance-focused culture change or increasing your company’s market share, they take more time to implement. However, if you want to establish these professional goals, it is vital to have a definitive time frame. Just think about this: if you don’t have an expected goal due date, it is similar to running a race without any finish line.
Are you looking to help with accountability in your organization? B STATE offers a few ways that you can reach those organizational goals!
Three Specific Types of Goals
No matter the result or due date, remember that any great organization encourages its leaders to create and build goals relevant to their roles and the team. In addition to that, these goals should work in combination with larger ones for the organization. Setting goals for individuals can help with those organizational strategies for the rest of the team.
With that, your organizational methods will be well-rounded, focusing on long-term, agile, and performance-based goals. These goals ensure that your team will boost their engagement, efficiency, and bottom-line results for your business, all while creating personal achievement for those teams and individuals. Whether you decide to focus your goals on a specific approach or not, here are the most critical areas where you need to direct your organizational goals.
If you want your company to be successful, you need to focus on those long-term organizational goals. Think ahead to the upcoming months or even years down the roads. Many people think that long-term goals are only for individuals, focusing on their career, education, and life objectives. However, when you turn those organizational goals towards your company, they require you to focus on your long-term future. With these goals, you must plan and allow some time to reach these grand goals.
It might be tempting to try and tackle them all at once, but long-term goals are best completed in a series of short-term objectives. With these short-term milestones, the journey towards the big picture goal will be more beneficial for you and the rest of the team. If you aim too high without mini-goals, then those long-term ones are often unachievable. The stages of progress are more manageable when you break them down.
Why should I set short-term goals to reach a larger achievement? Take a look at this example. During the 1960s, President Kennedy stated that he wanted to send a man to the moon by the end of the decade. After making that statement, the team at NASA and Kennedy’s administration began to take steps to reach that goal. They broke the goal into short-term achievements, which required completion before moving on to the next stage.
All those short-term goals help organizations create a fuller picture of the long-term achievements that can be completed on a collective and individual basis. When you ignore those long-term goals, it is easy to focus exclusively on present needs. In turn, you will be in a constant state of reactionary decision-making instead of focusing on proactive progress that can produce a more desirable and intentional future for your business.
Related: 8 Personal Accountability Habits of a Great Leader
Agile goals were made famous by the rapid movements in the tech start-up industry. What are these goals? They describe a set system of values and use a process that achieves those evolving goals through collaboration between and within other teams. With agile goals, either a group or individual will break down those long-term goals into smaller and achievable accomplishments. These goals are reached by focusing on a single concise and clear milestone at one time. Most agile goals will focus on a two-week “sprint,” which features actionable activities for the teams with a clearly defined objective and can be completed in that time frame.
Take, for example, the software industry. On a daily basis, developers will create single-day and weekly progress reports. These reports allow them to conduct quality checks on the software, schedule tests, demo the products, and adjust the requirements of the project to meet both the company’s goals and the customer’s needs. These agile goals have shorter cycles than those other goals, but they have more achievable results that lead to the finish line. Many of these goals are created with a sense of urgency for the team. With that, all the teammates will produce fastener results and work collaboratively to make improvements and adjustments to the product.
Current achievements should judge all performance goals. These goals are designed to measure, analyze, and improve over a period of time – quarterly, tri-annually, or bi-annual. You can make these goals focus on achievements in problem-solving, education, or professional scenarios that push forward the project. For individual goals, there can be a focus on their contribution and performance in that period. These goals must focus on the contributions towards the larger goals. Performance goals can help center an organization to help it reach those established long-term achievements. Use these goals to motivate the team to gauge the energy level needed to pressure those essential long-term goals.
As you are constantly evaluating the team and their work, whether it is an informal or formal appraisal process – make sure those performance goals reach milestones for effectiveness and completion. Team leaders should focus more on the overall progression and collaboration of the plans, with less demand on the key metrics of the goal. While outcomes and metrics are vital to any project, many organizational leaders have noticed that performance quality is lost when there is a strict focus on those numbers. Those metrics often ignore the interpersonal collaboration and relationships of the team as a whole. In many situations, those dynamics are more important than numbers.
Performance goals should focus on developing individual team members’ skill sets which can help to build trust among other team members. Along with that, these goals can help to measure and discuss those individual goals in an objective way. As a result, performance goals allow recognition and healthy feedback, which creates improved performance in the future.
Creating Goals For Success
No matter the structure of your goals. It is essential to establish them in the right way to create an environment that is better conductive towards productivity. All of your goals must align with the overall mission, and they should focus on the organization’s vision for the future. Along with that, these goals must be engaging and attainable. If you are looking for some tips to set up productive goals that can be achieved for your team, here are a few suggestions for you.
Tips to Hit Make Your Goals Successful
Decide On the Best Orientation
Remember the saying that “all roads lead to Rome.” The success of your organization as a whole will depend on those small but achievable goals that can reach the overall objective. If you don’t align those goals to the greater purpose, then all those individual goals will have no meaning. It is vital to understand where you want to take the organization. Once you have figured that out, you can establish actionable goals that have a meaning and purpose for your teams.
Clearly Describe Them
You can make goals, but no one will understand what you are trying to achieve without a clear and detailed description. That is why it is essential to outline those goals in regards to individuals and those teams. With that, everyone will know their role and see its importance to long-term objectives. When you eliminate any misunderstandings, everyone on the team understands those daily goals in the same way. Make those goals more descriptive to avoid confusion, extra work, and even rock blocks in the pursuits of long-term success. Eliminating vagueness ensures everyone understands your organizational goals the same way.
Related: How to Be a Team Player in Business
Make Them Realistic
You want to make goals that the team can realistically achieve. When you create goals that challenge limitations and push those skill sets to the limit, you could be setting up your organization for failure, which can negatively affect the company’s morale. In addition to that, if your team knows that these goals are unrealistic, they disregard all of those smaller goals and ignore the premises for those long-term objectives.
Size Them Down
All goals should be broken down into achievable objectives. If the goal is too massive or far in the future, it can become unrealistic for your team. Think about breaking them down into bite-sized pieces that can be completed in a series of steps. With that type of progression, your organization can reach those larger objectives. Plus, those future goals will look more attainable through the help of smaller milestones and help your teammates maintain perspective about the project.
Measure Them Frequently
When you are creating those goals, make sure that you have a way to measure them to know if they are working for you or not. Intangible goals don’t have the same results as those concrete milestones. You want to ensure that these goals can be tracked, results can be measured, and all the data is available for analysis. You don’t need to be a math whiz to track the success of your goals, but you do need to understand that these objectives are getting you closer to the long-term finish line.
Assign Them To the Right People
Before creating goals for your team, make sure that those individuals have the right skills, resources, and tools available to complete them. Establish ways for the team to collaborate and communicate with each other. Create meeting goals with a dashboard that everyone understands what part of the object they are working on and monitor the overall process of the long-term objective.
Provide the Necessary Resources
Does your team have the right resources to achieve their short- and long-term goals? Make sure that you have addressed any budgetary constraints or needs before you assign goals to the team. Don’t make obstacles for your organization to reach those goals.
Have Open Lines of Communication
If you want your organization to reach those goals, you need to have your individual team members and managers on the same page. When they are communicating effectively and constantly, that can help to facilitate the completion of the goal. This conversation will help managers motivate their team, keep those individuals on track, and help to identify any areas for improvement.
You want to make sure that everyone can communicate with each other to achieve those goals, see who is working on a specific step, and see how those goals are progressing. When your employees understand how they fit into the grand scheme of things, they are more likely to participate and engage with the company.
Related: 5 Best Examples of High-Performing Teams
When you think about long-term goals, those high-performing organizations understand how to define their initiatives and set goals clearly. With defined plans, it can eliminate any misunderstandings and increase the organizational performance of the team. Use these organizational goals to create a path of success for your team.
Struggling to Know How to Set the Right Organizational Goals? We Can Help.
With so many possible goals, how are you to know which ones are right for you and your organization? At B STATE, we take a practical approach to goal setting, taking into consideration the purpose of the team within the larger organization as well as the external drivers such as competition, changes to the market or customer base, stakeholder expectations, and anything else that your organization must take into account but that is out of your control.
We work with teams to create a Picture of Success illustrating do-differently behaviors that will help the team get to where they want to go in 6 months to a year. From there, we help the team identify specific habits to commit to that will get them to their Picture of Success. This drastically improves accountability, ownership for results, and team culture, all while getting the team to their goals faster than they ever thought possible.
Are you looking to create long-lasting change for your organization? Let B STATE help you to achieve that goal!