Goal Setting Workshop 2008 09052008final

8/14/2019 Goal Setting Workshop 2008 09052008final

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Goal Setting Workshop 2008GMR Group


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2008 Cerebrus ConsultantsGoal Building Workshop 2008 - GMR

Introductions

Purpose of todays Workshop

Your Workbook

Ground Rules


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Business Context

Multiple businesses / geographies

Different stages of maturity

Project and SLA based organization


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Design of the Workshop

Emphasis on the Job route

Your job Your goals

THE GOAL IS YOURS OWN THE GOAL!


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Objectives of the Workshop

At the end of this workshop

you should have an 85%

complete goal sheet consisting

of SMART goals


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Some Typical Questions

My role keeps changing

My goals are not accurate

I already have a goal sheet My team has

been setting goals every year

What about the Balanced Score Card?

Is this process going to make a difference?

I do not have a fixed set of responsibilities


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Understanding Jobs



Key Aspects

Key Aspects of a Job

Job Purpose

Key responsibilities and Duties

Key Activities and Tasks

Interactions



Thinking about your Job Perspective 1

Strategic Policy

formulation and

strategic decision

making.

Managerial

effective acquisition,

retention and

development of

resources

Operational

effective running of

day to day

activities/operations

What aspect of yourjob is

Strategic

Managerial

Operational



Thinking about your Job Perspective 2

Set

Performance

Goals

Required

Competencies

Excellent

Performance

Focus on

RESULTSFocus on BEHAVIOR

& SKILLS

WHAT HOW



Competencies

An underlying characteristic that drives

superior performance

Behavioral

Competencie

s

Technical

Competencie

s

COMPETENCIES

E.g. Result Orientation (Delivering

the promise) identifies, confronts

and overcomes barriers to successful

completion of a task or project.

E.g. Project Management apply

project management principles to the

initiation, planning, execution and

closure stages of a project while

efficiently managing cost, quality and

time



How Many Goals

If you chase

two rabbits,

both will

escape

Too many

goals defeat

the purpose

A goal is

something you

want to achieve!



GMR PMP Process

Assessment of

Values &

Beliefs

Score

Achievement

of Goals

Score

70%

30%

Final

Performance

Score


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GMR Values & Beliefs

Humility

Respect for

individual

Learning

Deliver the

promise

Social

Responsibility

Teamwork

&

Relationship

V & BEntrepreneurship



Types of Goals

Problem Solving Goals

Solving specificissues. E.g. Reduce non-

budgeted expenditure

by 5%

Maintenance Goals Continuous job

responsibilities. E.g.

Generate pay checks

by end of every month

Majority of

goals

Project Goals For

specific one timeprojects, new services &

operations. E.g. SAP

implementation by June

3rd

Learning Goals -Learning a new job or

developing a new skill.

E.g. Improve written

communication skills

Types of Goals



SMART Goals

Goals should be

straightforward andspecific.

Answer the questions

Who, What, Where,

When, Which, Why

Measuring your goals

helps you stay on track. If

you cant measure it, you

cant manage it. How

much? How many?

A goal must be capable of

being reached. The goal

must be achievable and

still stretching. So you

feel you can do it and it

will need a real

commitment from you.

Specific

Measurable Attainable

S M A R T

Relevant

Timeline



SMART Goals

The goal must be able to

produce an impact or

change. In addition, the

goal must also beimportant to the

organization.

Set a timeframe for the

goal. Putting an end

point on your goal

gives you a clear target

to work towards.

Relevant Timeline

S M A R TSpecific

Measurable

Attainable



Example SMART goals

SMART Goal Appoint an

external consultant with expertise

in the area of Engineering and

Design by June 3rd and draw a

Service Level Agreement in

adherence to the companys

policies.

SMART Goal Respond to a

RFP in adherence to the

companys policies within two

weeks of receipt along with

required inputs from the

Construction as well as

Engineering team.

Goal Respond to a Request for

ProposalGoal Hire a consultant


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Beyond Goals

The Performance Management Cycle

Review Discuss results,

Review and

refine goals

Assess

Development

plans

Planning Set

goals, Identifysupport and

barriers



The Goal Setting Worksheet

A Quick Job Analysis

Activities,

Responsibilities and

Challenges

Goal Setting Goals,

Target, Responsibility,

Support and Action

Plans


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Beyond This Workshop

By the end of this workshop you should have a 85%

completed goal sheet consisting of SMART goals

Next Steps

Review the goals that you have set in this workshopDiscuss them with your supervisor

Finalize your goal sheet

Get a sign off from your supervisor

Send us your completed goal sheet within 10 days from today


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Contact Us

Get in touch with your Trainer / Facilitator directly for any

queries

Contact us over email at the following address

[email protected]

Send in your final goal sheet at

[email protected]
mailto:[email protected]:[email protected]:[email protected]:[email protected]


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Prizes to be Won!!

All participants to get souvenirs onsubmission of signed-off goal sheets.

Early bird prizes for the first 100completed goal sheets in each location

Two prizes in each session for the bestgoal sheet

All prizes and souvenirs will beannounced at the end of all programs(mid-June)


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Get Set GOAL!!

Documents

Goal Setting Workshop 2008 09052008final