Many companies, at the beginning of each year set and help employees define goals for the upcoming year.  MBO’s – managing by objectives, SMART goals, Performance Goals and any number of other really cool sounding targets that we should achieve by year end – and maybe we get paid more if they are achieved.

There are several ways that goals are set, among them:

Top-Down:  Just what it sounds like.  Goals set at the top, everyone else tries to figure out what they mean and achieve them.  Sometimes they work well, and we get it and can run to execute and achieve.  Other times it leaves the ‘doers’ disconnected, uninvolved and not aligned with the goal-setter’s mission.  The team may have a “what’s in it for me” thought, or a feeling of “they just gave me a goal that I don’t care about”.

Personal Goals:  Likely in conjunction with the annual performance  appraisal, individuals get to set their goals or objectives for the year.  Sometimes this works well too.  Individuals can grow and achieve.  At risk is the connection between the achievement of the goal and the company growth or success, leaving the company saying “what’s in it for me”.

I propose that goals should be set collaboratively, and tie these two approaches together.  A model we often use in helping people set goals we call “Big Dot, Little Dot”, which is quite simple.  For example, if I am trying to lose weight (Big Dot) I might 1. Exercise, 2. Eat Better, 3. Drink Less Beer. (little dots)  Each little dot would have executable tactics that I can do every day to achieve the little dot, and inturn affect the Big Dot.  Corporate goals or objectives should work the same way.  For example:

• Corporate goal:  Grow Sales by 5% >
• Division Goal A:  Create and implement new customer facing software  >
• Manager’s personal goal A:  Learn to evaluate software attributes, build an RFP and negotiate selection,
• Manager Goal B: Develop skill in delegating projects through my team.

It would be easy to get lost in the details of this writing, but I think you get the point.  Involving managers at all levels in creating their own goals allows them to buy-in and provides them a voice in what they will work on, personally and professionally.  Ensuring they tie into corporate goals and objectives helps keep everyone focused on the same “Big Dot” at the end of the day, which will help achieve the intended corporate results.

Authored by: Zack Clark, MBA

Zack is a Senior Consultant and one of the founding partners at Five Degrees Consulting. This is a blog we share between several of the Consultants at Five Degrees, guest authors and colleagues. We work with companies large and small on People and Organization strategies. Our work specializes in organizational development, leadership effectiveness and executive development. With a focus on working with leaders at all levels to create an intentional corporate culture, we help organizations increase employee engagement, energize working teams, develop critical leadership competencies and enhance strategic communications for more information about our services, please connect with us.

Leadership development, growth or continued learning is a key component to continued success within any organization, or in helping find your way to the next job, promotion or career.  More often than not, before you are promoted you will find yourself doing the new job, putting in the long hours and not getting paid for it.  Proving you can do the job and earning the job before you receive it and are paid for it.

In a Leadership Academy kick-off last week I was reminded of, and told a story to illustrate this point. I once became a manager of an existing team.  As might be customary in that situation, in the first few weeks I met 1:1 with each team member to better get to know each other, establish shared expectations etc.  One particular individual asked “will you develop me?”  And while that may sound like a normal question, she was actually expecting that I would spoon-feed “development” which just isn’t how it works.  Instead, I helped her figure out where she wanted to go and what her goals were.  Once established I may have mentored her, coached her and provided clear and consistent feedback, but ultimately she developed herself.

No one can develop you.  If you want to continue to learn and grow, figure out what it is you really want to achieve, find a coach or mentor to help guide you on your journey, and start learning for yourself.  You own your personal development and growth.  Inevitably you may find yourself doing the job before you are recognized or paid for it, but the experience should make it worthwhile.

Authored by: Zack Clark, MBA

Zack is a Senior Consultant and one of the founding partners at Five Degrees Consulting. This is a blog we share between several of the Consultants at Five Degrees, guest authors and colleagues. We work with companies large and small on People and Organization strategies. Our work specializes in organizational development, leadership effectiveness and executive development. With a focus on working with leaders at all levels to create an intentional corporate culture, we help organizations increase employee engagement, energize working teams, develop critical leadership competencies and enhance strategic communications for more information about our services, please connect with us.