business goals

December 15, 2010

Go For Your Goals!

For many managers, career development is about putting the hours in, developing performance and skills and then moving up the ladder when the opportunity comes along.

The next rung to climb may, depending on the organization (and how organized they are) be structured to bring the best out of the potential that manager seems to have, dictated by the outcomes of assessments, performance reviews and consequently ‘noticed’ possibilities espied by line managers, project team leaders and others – often in random ways.

The next opportunity comes along on a wing and a prayer and suddenly you’re in the thick of a new challenge, trying to make the best of what you inherit. That can be an established team running well; a poor team who are struggling (‘Where did our last boss go, anyway?’) or a new project where the sheet of paper is blank.

The temptation to get in the thick of what you find is very attractive.

Heads down and see how things show up is an easy attitude to have. Being really busy from the off, shows the team your style of hard work, focus on the short terms and, above all, role-model the level of effort you expect from them real soon.

Smart managers are a lot cleverer than this. They DO invest their early days creating excellent relationships with their people. They show interest in them, listen a lot to show that they care and show they want to learn and understand about them.

And from a very early stage, they use the language of ‘goals’ and ‘expectations’ so that this becomes embodied in the culture of how the team will operate.

Some caution in the goals created will be necessary, of course, to ensure the direction taken is fully aligned with the outputs expected too. That said, there’s nothing wrong with creating goals together from early on in the relationships – and then together tweaking them as necessary.

The alternative of blindly drifting along, is a recipe for only one outcome, a vague set of results achieved with people who are puzzled with what they are supposed to be doing and disillusioned all the more because of this.

Better to have clearly focused goals to start and then refine together, than have ill-defined (if any) goals and no real direction.

Filed under Blog, Developing Your People, Focus on Results, Management Basics, Management Development Tips by Martin

Permalink Print

November 5, 2008

Motivation – Cheap and Cheerful!

When you get right down to it, there are a few misunderstandings about how to get the best out of your people.

The ‘headline’ might be that the better you pay people, the more effective they will be. Maybe, the more amazing the benefits, the more likely they will be to ‘go the extra mile’.

Perhaps the possibilities for promotion would work to ensure that each one of your employees are pro-active’ and stun you with their activity.

None of this is true.

Research over a number of years with public service workers in the UK, found that those who merely felt unfairly treated were more likely to suffer serious physical and mental health problems.

The reality is that where your people feel that you and/or your organization just don’t care, they will never be as supportive of the business goals as they might be.

And all it needs is the simple things.

By saying thanks for a job well done, saying good morning at the start of work and, well, just doing a few things that show you care, you will truly have employees who will stick with you through thick and thin.

You know, it’s just about being a reasonable human being and behaving with your people as if they are like your friends.

It costs absolutely nothing, so that really should not be too much to ask for, now should it?

Filed under Developing Your People, Management Basics by Martin

Permalink Print