Leadership is the act of influencing behavior towards an end goal as an executive, one of your main tasks is to collaborate together with your team to define goals. This is a fairly simple process that requires just five actions.
1. Define the goals of your team.
The first step to successfully leading any team is the determination of the team’s goals. To maximize the chance of the team to be successful, follow the SMART goal-setting process. Particularly, every goal should include the following attributes:
“Specific” – the purpose is succinct and stated in terms of performance.
Measurable – It’ll be simple to know whether the goal was accomplished.
* Achievable – The objective is high; however, it is achievable and realistic.
“Related” – This objective is linked to the performance of the organization’s demands.
“Time-Bound” – A goal is bound by an established date for its completion.
2. Verify that every team member is fully aware of the objectives.
After SMART goals have been established, ensure that everyone is aware of the goals. This can be done by leading an activity called the Goal Check Activity. In a group meeting, distribute each member an index card measuring 3″ x 5″ index card and ask them to answer the following question “What is our most important goal for the next six months?” Take the cards and write each one on an index card. If all participants have the same perspective, you’ll notice a lot of coherence with their answers. If you are able to see multiple views, you’ll have to be more effective in the process of communicating your goals.
3. Let each team member know their role with respect to the team’s objectives.
After team goals have been established and communicated to team members, it’s normal for team members to not be clear on their roles in relation to the goals. Everyone has a task to perform. However, some individuals may not recognize the connection between their work and the accomplishment of the team’s goals. In these cases, it’s beneficial to collaborate with employees on a personal basis so that they understand the significance of their work and how it’s related to the goals and objectives of the entire team. This helps each person in the team feel like they are a key part of the success of the team.
4. Always make sure to communicate the top goals to the team members.
As well as ensuring everyone is aware of the goals of the team The leader should consistently determine the most important goals for the team and ensure that everyone is aware of the goals. This can be accomplished with an adaptation of the Goal Check Activity mentioned in the previous paragraph. In a group meeting, distribute each member three” x 5″ index cards and ask them to reply to the question, “What are our three most important priorities for the next six months?” Then, you take each card and then compile the data in an index card. If the team participants are in the same boat, you’ll notice a lot of uniformity in their answers. If you observe a wide range of responses, you’ll require a more thorough job of establishing the priorities.
5. If priorities change, inform team members know the reason.
One of the most common reasons why team members are confused about priorities and goals is a failure on behalf of leaders to inform team members of the changes in priorities and discover the reasons for these shifts. With the constantly changing, fast-paced working environments we operate in, it’s not uncommon for priorities in teams to shift. Members of the team can deal with the changes you make if you notice the changes in a timely manner. In particular, if you need to alter your team’s priorities or goals, follow these things:
* Gather the team members for a discussion about the new changes and to answer any concerns they might have.
• Inform team members of the reason for the change.
• Describe how the change will impact product and work processes.
* Identify the adjustments team members need to make in order in order to meet the new goals or priorities.
* Follow-up to ensure that every team member is informed of the changes.