go/learning workshop May 2012

Slides:



Advertisements
Similar presentations
Agenda Technology Department KAIZEN event/report out Technology Department KAIZEN event/report out Updating the Plan on a Page for Updating the.
Advertisements

1 Situational Leadership 2 Overview Task and relationship behaviorsTask and relationship behaviors Leadership variablesLeadership variables Situational.
Setting SMART Goals. Agenda Alignment & prioritization Types of goals Preparing the goal Readiness Making it SMART Making it happen.
How to Enhance Personal Productivity By Janet Hadley
SMART Goal Setting.
School Improvement Team (SIT)
Management and Leadership
Building Human Resource Management Skills National Food Service Management Institute 1 Effective Leadership and Management Styles Objectives At the completion.
Situational Leadership
SMART Goals Kate Speck, Ph.D. University of Nebraska Public Policy Center.
Copyright c 2006 Oxford University Press 1 Chapter 10 Providing Leadership in Groups Defining leadership The use of positive interpersonal influence to.
How to Focus and Measure Outcomes Katherine Webb-Martinez Central Coast and South Region All Staff Conference April 23, 2008.
SMART Goal Setting. Introduction Goal Setting Exercise Identify 4-5 Key Goals/Responsibilities for 2012:
© 2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Leadership &Trust . 1.
Setting SMART Goals.
Copyright 2010, The World Bank Group. All Rights Reserved. Management Skills Section B 1.
Prepared by SOCCCD Office of Human Resources
1 Leadership Styles. 2 The Apprentice  Lessons Learned.
Presented by Scott Grosfield Information taken from the model by Ken Blanchard and Paul Hersey in Management of Organizational Behavior, ’96.
Management & Leadership
Developing High-Functioning Leadership Teams
Balanced Scorecard Process Writing Outcome Objectives and Measures.
Creating Thriving Groups by Building Leadership and Mastering Your Group Role.
Siti Azizah.  Derived from Latin, delegate means "to send from."  You are sending the work "from" you "to" someone else.  Effective delegation: 1.
Coaching in Early Intervention Provider Onboarding Series 3
HOD 1100 Small Group Behavior
Begin with the end in Mind: Define your goals and mission in life
3.01- Acquire self-development skills to enhance relationships and improve efficiency in the work environment.
FastFacts Feature Presentation
Situational Leadership
Situational Leadership
Academic Goals vs. Personal Goals
Training Methods Ice breaker. Your middle name! Introduction
To make sure your goals are clear and reachable, each one should be:
Employability Skills for the Health Care Sector
Academic Goals vs. Personal Goals
Individual Development Plan
#GOALS BREAKING DOWN PROJECTS & FINALS
Hersey & Blanchard’s Situational Theory
Hersey & Blanchard’s Situational Theory
Situational Leadership Ken Blanchard
Assessing Learning Module 25 Training Advisers
Professional Communications
Team Up for School Nutrition Success: Skilled Helper Model
Target Setting for Student Progress
Professional Communications
3.00 Understand Professional Development
14 Leadership: Traits, Styles and Behaviors.
Setting SMART Goal's.
Loyola’s Performance Management Process For Employees
Professional Communications
S.T.A.R. Skilled Helper Model, SMART Goals, and Action Plans
Session 26: Getting Ready for College Applications
My Performance Appraisal How to write SMART objectives
Human Resources Management: Module 3 Setting Performance Goals
3.00 Understand Professional Development
It’s the Time of Your Life!
Loyola’s Performance Management Process For Employees
Professional Communications
Goal Setting The Key To Managing Your Life
Professional Communications
Professional Communications
Harvard ManageMentor®
Effective Leadership and Management Styles
Coaching for Development
Goal Setting.
Balanced Scorecard Process Writing Outcome Objectives and Measures
S M A R T Smart Objectives Goals need to be Achievable
Presentation transcript:

go/learning workshop May 2012 Setting SMART Goals go/learning workshop May 2012

Agenda Alignment & prioritization Types of goals Preparing the goal Readiness Making it SMART Making it happen

Goals that are align and prioritized drive our work Alignment We are most effective when are going in the same direction with a shared purpose Prioritization Knowing what is most important helps us decide what we should be spending time on Goals Goals that are align and prioritized drive our work

Strategic & Operational Types of Goals What needs to be planned to get us where we want to go? What needs to be done to get us there with the desired results? Strategic & Operational How we get it done most effectively Development

Development Goals Skills, abilities, and experiences needed to: Reach strategic and operational goals Increase capability in my current position Prepare me for more responsibility in the future Development Goals

S Specific M Measureable A Aligned R Realistic T Time bound Making your Goals SMART S Specific M Measureable A Aligned R Realistic T Time bound

What if I can’t measure it? Everything can be measured Quantity Quality Feedback Use a “proxy” - a good estimate

Preparing the Goal What do I want to accomplish? Why is it important to accomplish this?  How is it aligned with where I/we want to go? What will happen if I accomplish it?  What is at stake if I don’t?  What is my readiness level* (my willingness and ability)? What needs to be true in order to make it happen? Set collaborative performance management expectations in order to build an effective work relationship with employees – bring in Aligned or model!!! Role play this with the steps on the screen ? AGAIN you can do this in a one on one

Readiness Level is a combination of: Willingness: the amount of confidence, commitment, and motivation demonstrated. Ability: the amount of knowledge, experience, and skill that a person is currently demonstrating for a task. Taken from

Readiness Level is Task Specific Able confident, willing R3 Able, unsure; able unwilling R2 Unable, willing R1 Unable, unsure (R) = Readiness Level

Identify Readiness Level Task or Goal: Willingness: High Low R4 R3 R2 R1 Ability: Behavioral Evidence: ·Review Willingness and Ability and ask which do participants think is most important consideration if had to choose. Use the handout with scale to assess and discuss appropriate leadership style for the goals written earlier. Refer to these when completing the assessment.

Practice Writing a SMART Goal Prepare the Goal Check Readiness level Make it SMART

Next Steps Share your draft with someone who can help Check in with your manager for perspective* Discuss priorities Share readiness level Enlist support Finalize your goal Set a plan to create “windows of when”** Track, review, adjust and record *This can be done before during and after the goal setting process – especially since your manager may give you some goals ** from Porter Knight