How To Use Collaborative Goal Setting and Develop a Performance Feedback Process BPI Emerging Leader Series

EMERGING LEADERS HIGH POTENTIAL TEAMS HIGH POTENTIAL EXECUTIVE COACHING Tara Powers, MS Your Business Acceleration Expert Powers Resource Center, LLC Small Shifts…Fast Results PRC, LLC Copyright 20122

Why EL Success Is Important  Sustainability in business  Investment cost  Bench strength  Mentoring opportunity  Good retention tool for high performers

PRC, LLC Copyright How to assess performance against agreed upon standards How to engage in a collaborative process to define goals, objectives and performance stds A review of how to set SMART goals and monitor progress How to use a feedback process that motivates and engages employees Learning Outcomes

The Performance Management Cycle Setting and Aligning Goals Performance Counseling and Documentation Hiring and Retaining Talent Using Communication Skills That Build Trust Setting Clear Performance Expectations Recognition and Motivational Techniques Providing Effective Feedback and Coaching VISION = STRATEGY

What are the benefits of performance management? Copyright 20126

Setting Goals Collaboratively  Discuss, don’t tell  Talk about how they fit in the bigger picture  Work together to set stretch goals  Discuss potential obstacles and solutions  Identify how they add value Copyright 20127

Developing SMART Goals Specific (what, how, how many, by when, with who, etc.) Measurable (you’ll know when you have achieved them) Achievable (the employee has the KSA’s to achieve it) Relevant (aligns with what employee does) Timeline (they know when it needs to be accomplished by) SUCCESS

Questions To Answer About Goals  Why should this goal be important to the employee?  What benefits will achieving this goal bring to the employee?  How will achieving this goal impact department?  What impact will achieving this goal have on the organization?

Obstacles That Get in the Way  Goals aren’t clear or measurable  Too many goals and not prioritized  Unrealistic given the resources, money and time available  Constantly change and never seem to be important

Obstacles That Get in the Way  Goals is no longer relevant  Action steps weren’t put in place to accomplish goals  Goals not mutually agreed upon

Monitoring ~ Setting Clear Expectations  Have a clear understanding of what is an acceptable level of performance for each goal and job responsibility  Define and agree on this with employee  Be sure to discuss what success would look like  Be sure to define successful behaviors like what it means to be a collaborative team member or have a great attitude. Try to address anything that seems subjective.

Monitoring ~ Effective Follow Up  Ongoing and consistent  Opportunity to engage  Ask open ended questions  Keeps you “in the know”  Builds trust and open communication

ASSESS ~ Sample Documentation Sheet

FEEDBACK PROCESS

Feedback Process  Specific  Timing  Positive and Corrective  Shares the Impact  Allows for Employee Input  Provides Opportunity

3 – Step Feedback Process FACTS IMPACT SOLUTION or REINFORCEMENT

Personal Commitment to Action What will I work on improving?

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