Performance Management

A key leadership responsibility is to frame clear goals for the organization. We need to start with creating a framework for how we judge our performance and then do an effective job of keeping up with how we are doing. We have to win with all stakeholder and keeping things in balance. It is very important to get the entire team to understand what your current state of performance is. By identifying where we are today and where we want to go we can gain energy and alignment. You want to communicate your specific goals throughout the company so that you move to the next level. We need to focus upon where we are in each area and what it will take to improve. Remember to make the goals SMART. (Specific, Measurable, Attainable, Relevant, Time Bound) We should be able to grade the team against these goals. Then they should serve as the catalyst for what each individual should accomplish in their respective roles. To make this a reality we need to have specific short term goals that we are working toward. Each team member needs to understand what it will take to earn an A by the framing the criteria of the behaviors and results they need to achieve.

Bob Coulter