Goals section

In order for life to have meaning, it is important to have goals and to reach them. However, it is not just a question of reaching goals, but of enjoying the journey to them.

Goals in a company or a team also create meaning. They also align everyone’s efforts in the same direction. Goals help explain roles in the company, and drive performance of the individuals and teams. A goal is a desired result. A goal is a clear description of a situation you want to be in when you have carried out certain actions.

“Increasing sales” is not a goal, because it does not describe a condition or a situation you wish to achieve. “To have achieved a 20 per-cent increase on last year’s sales turnover by December 15^th” is a better definition.  Similarly, “being able to wear my party clothes” or “weighing 11 stone by the 1^st April next year” is better than “losing weight”.

You are more likely to achieve your goals if they fulfil the following conditions:

• A goals should be clearly defined → a goal should describe the situation you desire as clearly and as specifically as possible.

• A goal should be realistic → it should be both possible and probable to achieve the goals.

• A goal should be challenging → you should make an extra effort to reach your goal. You should do your best.

• A goal should have a time limit → otherwise, you might easily be tempted to postpone the tasks that lead towards your goals.

• A goal should be worth-while → achieving a goal should be important to you. It should have a high priority.

You should have both small and large goals. Short-term and long-term goals. You should get into habit of continually setting goals for different periods: the day, the week, the month, the year. Your goals will constantly change, depending you your experience, your age, your company role. This is why you should adjust your long-term goals at least once a year. Make a personal habit of setting up and achieving your goals. If you don’t write down goals, it’s most likely you will forget about them and fail to focus on things that matter in order to achieve them.

Make a team habit of setting up monthly individual performance review with each team member that report to you.

1. Review the past term (monthly/quarter) goals and score them.
2. Ask the employee to set up next term (month/quarter) goals, and present them.
3. Discuss how you (as a manager) can help the employee reach the desired goals, and how you can remain most helpful to your team members.

At the end of each month, book 20 minutes for individual member performance meetings. At the end of each quarter, book 30 minutes for individual member quarterly performance meetings.

During these meetings share the screens of the Practical Manager goals, or work with a printed version of goals, which you can create with a Share feature.

1 – State your goal here

2 – Enter Start and End dates

3 – Add an optional description of your goal / notes

4 – Add at least one or more milestones with its start and finish dates

5 – As you work on the tasks to reach your goals, increase the progress indicator accordingly or change the Scores for milestones.

• Tick the green arrow next to the goal deadline when finished.
• You can review finished goals in your goal History.
• Link smaller goals to larger goals if appropriate for you in order to create overview and control with Quick goals