77 Questions You Should Ask When Setting Team Goals

772015 is right around the corner, it’s

about time to get serious with goal setting.

Here are 7 questions you need to ask to make sure objectives will be turned into results:

7 Questions You Should Ask When Setting Team Goals

7When is the right time to set a goal?

?

When is the right time to set a goal?

Although people are more likely pursue their goals after a birthday or the first of the month, stop waiting for the right time, take

action today.

A survey of small business owners found that more than

80% don’t track their business goals, 77% of leaders have not achieved their company vision

either.

80%77%

◎�

Have I written down the goals?

Although people are more likely pursue their goals after a birthday or the first of the month, stop waiting for the right time, take

action today.

?

Have I written down the goals?

Writing down your goals gives you an 80% higher chance of achieving them.

Before it’s not written down, it’s just a wish. On average, you have about 35 thoughts a minute. If your goals are only in your mind,

they are invariably jumbled up, vague and uncertain in many ways.

����������

Before it’s not written down, it’s just a wish. On average, you have about 35 thoughts a minute. If your goals are only in your mind,

they are invariably jumbled up, vague and uncertain in many ways.

Can everyone view the objectives?

?

Can everyone view the objectives?

Clearly communicated and understandable objectives

have a great impact on employee engagement.

Use management technique practiced by Google - “Objectives and Key Results” to set and communicate goals to your team.

Learn more: weekdone.com/resources/objectives-key-results.

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Use management technique practiced by Google - “Objectives and Key Results” to set and communicate goals to your team.

Learn more: weekdone.com/resources/objectives-key-results.

Are my goals SMART?

?

Studies clearly indicate that setting specific, challenging, and obtainable goals enhances performance.

S pecific

R elevant

M easurable

T ime-bound

A ttainable

Are my goals SMART?

Are all objectives aligned?

Studies clearly indicate that setting specific, challenging, and obtainable goals enhances performance.

?

Employees who set goals that are based on their personal strengths, are 7 times more likely to be engaged in their

work.

Are all objectives aligned?

To increase the success rate, make sure personal, team and organizational objectives are all aligned.

� � � � �� � � � �

To increase the success rate, make sure personal, team and organizational objectives are all aligned.

Am I out of my comfort zone?

?

Am I out of my comfort zone?

Specific, difficult goals are positively correlated to improved performance.

Challenging goals lead to higher performance, as opposed to easy goals. Yet, when the goal is beyond reachable, it acts as a de-motivator. Make sure your goals fall in between these

extremums.

◎

Does everyone know their next step?

Challenging goals lead to higher performance, as opposed to easy goals. Yet, when the goal is beyond reachable, it acts as a de-motivator. Make sure your goals fall in between these

extremums.

?

Does everyone know their next step?

63% of study respondents say that not knowing which work

was the priority was the biggest waste of their time.

Goals are useless unless you chunk them down into daily, weekly and monthly tasks required to accomplish them. Focus on the important, exercise effective weekly planning to turn objectives

into results. To bring everyone on the team to the same page use PPP process. Learn more

weekdone.com/resources/plans-progress-problems

� � � � �� � � � �

Goals are useless unless you chunk them down into daily, weekly and monthly tasks required to accomplish them. Focus on the important, exercise effective weekly planning to turn objectives

into results. To bring everyone on the team to the same page use PPP process. Learn more

weekdone.com/resources/plans-progress-problems

Weekdone.com is an employee progress reporting software. Team-members share their goals and accomplishments. Everyone receives automatically compiled weekly summaries via e-mail, web & mobile. Share personal, team and organizational objectives and track the progress.

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1. Center for Creative Leadership [http://www.ccl.org/leadership/pdf/research/AlwaysOn.pdf] 2. Harvard Business Review, The Impact of Employee Engagement on Performance, 2013 [https://hbr.org/resources/pdfs/comm/achievers/hbr_achievers_report_sep13.pdf] 3. S. Misra, K. B. L. Srivastava, Impact of Goal Setting and Team Building Competencies on Effectiveness [http://www.academia.edu/3642830/Impact_of_Goal_Setting_and_Team_Building_Competencies_on_Effectiveness] 4. Tubbs, M. E. (1986). Goal-Setting: A meta-analytic examination of the empirical evidence. Journal of Applied Psychology, 71(3)5. Asplund, J., & Blacksmith, N. (2013). Strength-Based Goal Setting. [http://www.gallup.com/businessjournal/152981/strengths-based-goal-setting.aspx] 6. 4th Annual Staples National Small Business Survey [http://www.inc.com/guides/2010/06/setting-business-goals.html]

Sources