Beyond SMART – It’s time to integrate organisational objectives in development goals

What’s wrong with traditional SMART development goals?• Often fall short of delivering a

tangible outcome

• Wide ranging, lacking strategic integration

• Lack efficiency and effectiveness

• Often poorly structured

The need to integrate development objectives with organisational outcomes• The need for Return On Investment

(ROI)

• Increased efficiency and effectiveness

• Justifying the use of organisational resources

• The need to achieve leadership defined and prioritised outcomes

The solution• Clearly structured development

goals

• Integrated corporate objectives at their core

• Leader established goal strategy

Structured goals• SMART format enforced

• Achievement pathways identified and structured

• Based off, analyse of:• Development needs

• Individual• Group• Organisation

• Capacity of goal target• Potential for deliverable

Orientated Development Goals• Integrate specifically targeted

organisational objectives

• Matched to Individuals• Meeting individual development

needs with real corporate objectives

• Integrated into a leader define group strategy• To compound positive outcomes

“Kill two birds with one stone, one for yourself and one your followers"

Goal strategy• Individual development needs

• Short term• Long term

• Capability• Capacity for task, including resources• Competency

• Organisational considerations:• Leadership objectives• Corporate strategy• Organisational priorities• Organisational values

Example - Strategy in practice Strategy: Linking individual capability to goal payoff

• Maximises individual follower capability

• Grouping followers to achieve organisational objectives

• Boarding ranging functional implementation across organisations

Example - Strategy in practice Strategy: Distributing team goal workload to maximise outcomes

• Frees star performers to work on high payoff tasks

• Develops average performers where they need to develop

• Create capacity for star performers to mentor and develop less capable

Risk• Not without risk

• Potential for increased negative outcomes if goals are not achieved

• Mitigation• Regular feedback• Coaching• Mentoring

Leader’s responsibility• Analyse workplace objectives

and followers

• Outline strategy

• Match goals with followers

• Implement strategy with followers

Summary• Traditional SMART goals are not

meeting organisational development needs

• Organisations have a proven need to integrate development objectives with tangible outcomes

• Goals should be:• Integrated into workplace objectives• Part of a Strategy• Matched to their follower

For future detailsRead Beyond SMART: Development goal setting for leaders

https://goo.gl/yrtgEU

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