Below you will find learning resources to help you develop the skill of Objective Setting. Click on the links to access the resources.
PDFs
What's Expected of Me?
The performance management question covered in this PDF focuses on clarifying responsibilities and priorities, and is particularly useful for team members who are struggling with overwhelm or uncertainty about what part they play in the wider team or organisation. It is also useful for clarifying objectives for a team or organisation.
5 Questions Model for Effective Performance ManagementThis PDF provides a framework for simplifying the way managers and employees typically think about the performance management process, which is often felt to be detached from the day-to-day job. It will focus all on essential day-to-day questions such as “What’s expected of me?’ and will help you to decide which questions need answering when and with whom. It will save you time and make you more effective as a manager.
Choosing the Right Management StyleDifferent employees require different leadership styles, sometimes at different points in their careers. The model outlined in this PDF explains four leadership styles based on the level of task engagement and relationship engagement required for each. The ability to shift between them as and when required will make you more adaptable to the needs of your team.
Managing Time and ScopeThis PDF covers the different levels of scope and range of time that people automatically prioritise and how that can cause conflict. For example, someone with a very immediate, detail focused approach will prioritise differently to someone with a long-term, broad vision. All focuses are important and cover one another’s blind spots.
VIDEOS
Role Profile
This video demonstrates a pie chart technique for you, someone you manage, or a whole team or business to quickly clarify and take stock of your/their goals, role, and responsibilities. Goal and role clarity can improve many situations – reduce wasted work, improve handovers, increase accountability, help relationships, drive engagement, and reduce stress.
5 Questions Model
This video provides a framework for simplifying the way managers and employees typically think about the performance management process, which is often felt to be detached from the day-to-day job. It will focus all on essential day-to-day questions such as “What’s expected of me?’ and will help you to decide which questions need answering when and with whom. It will build your confidence, save you time and make you more effective as a manager.
Managing Time and Scope
This video explains how people automatically prioritise different levels of scope and range of time and how that can cause confusion and conflict. For example, someone with a very immediate, detail focused approach will prioritise differently to someone with a long-term, broad vision. All focuses are important and cover one another’s blind spots. Learn how to use this technique with a group or team and how to explain a complex topic to others.
ON THE JOB ACTIONS
Process
Make sure that you read and/or watch the '5 Questions Model for Effective Performance Management' and 'What’s expected of me?' before you set objectives. Use the pie chart technique to save time and gain clarity quickly.
Content
Start by looking at any goals and objectives for your part of the business and/or your function. Draw a pie chart of how your team fits in. Check this with your manager. Make sure you are able to explain the team pie clearly, succinctly, and in a compelling way.
When you have your team’s objectives you can use the pie chart technique to clarify responsibilities for the individual members of your team. Encourage them to be involved by asking for their ideas and opinions and showing them the technique. You don’t have to use the same responsibility titles as a team member may only contribute to a subset of the team’s goals. Try numbering the team goals so you can show the links from the individual’s responsibilities to the team. The main thing is that someone in the team and you are doing things to deliver against all the team pie chart!
Management style
Read about Choosing the Right Management Style to make sure that you use your time effectively when setting objectives. For example, you would go into more detail when using a Coaching style and much less when using a Delegating style, and this depends on the readiness and willingness of the person.
Understanding Time and Scope
Get the right level of detail and picture and the right timescale when setting objectives. Read and/or watch Managing Time and Scope to understand how these are managed in the brain and how you can pay attention to correctly to quickly gain a common understanding and ‘be on the same page’ with someone who may see things differently.
