Goal Setting for Others Goal setting is a sophisticated managerial skill which, when mastered, maximizes employee performance. 9-1Copyright © 2012 Pearson.

Goal Setting for Others

Goal setting is a sophisticated managerial skill which, when mastered, maximizes employee performance.

9-1Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall

The Five Basic Rules of Effective Goals

Goals should be:1. Specific

2. Challenging

3. Set with a time limit for accomplishment

4. Mutually determined

5. Designed to provide feedback– Ideally, feedback on goal progress should be self-

generated rather than provided externally

9-2Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall

How to Set Goals

Seven steps for obtaining optimum results from goal setting:

1. Specify the general objective and tasks to be done.

2. Specify how performance will be measured.

3. Specify the standard or target to be reached.

4. Specify the time span involved.

5. Prioritize goals.

6. Rate goals according to their difficulty and importance.

7. Determine coordination requirements.9-3Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall

Obtaining Goal Commitment from Employees

1. Managerial support– Create a supportive climate in which subordinates view the

manager as a goal facilitator

2. Use participation– Manager demonstrates authentic interest in employee’s

participation in the goal-setting process

3. Know your subordinate’s capabilities

4. Use Rewards

5. Clarify expectations– When the expectations of either side are not fulfilled, anger

and resentment can undermine trust and good faith

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Behavioral Checklist

The Effective Goal Setter:• Identifies an employee’s key job tasks• Establishes specific and challenging goals for each key

task• Specifies deadlines for each goal• Allows the subordinate to actively participate• Prioritizes goals• Rates goals for difficulty and importance• Builds in feedback mechanisms to assess goal progress• Commits rewards contingent on goal attainment

9-5Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall

Modeling Exercise

• Setting Goals at State Bank of Vermont

Tips 6e, Ch. 9

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Group ExercisesTips 6e, Chapter 9

• Group Exercise 1: Goals for Probation– Break the job into key tasks and make a prioritized goal sheet (10

minutes)

– Role-play (20 minutes)

– Debriefing (5 minutes)

• Group Exercise 2: New Faculty Goals– Preparation (5 minutes)

– Role-play (15 minutes)

– Debriefing (5 minutes)

• Group Exercise 3: Coaching Goals– Determine key tasks and prioritize goals (5 minutes)

– Role-play (20 minutes)

– Debriefing (5 minutes)

• Summary Checklist9-7Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall

Reinforcement Exercise 1 & 2 TIPS 6e

Write 3 personal goals that are Specific, Challenging, & Measurable about each of the following:

1. Where do you want to be in 5 years?2. What do you want to get out of this class?

- How will your class goals help you achieve your 5-year goals?

- How can class members help you achieve your class goals?Class forms a circle – Round robin members share answers,

then receive feedback & respond to questions (3 minutes each)

3. Set 10 personal and academic goals you want to achieve by the end of this year. Prioritize and rate them for difficulty.

4. Action Plan

9-8Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall

Activities • 1. Does goal setting emphasize short-

term results at the expense of long-term effectiveness?

• 2. What barriers in an organization can you identify that might limit the effectiveness of a goal-setting program? How can these barriers be overcome?

• 3. Explain what an instructor can do to use goal setting with students in a classroom.

Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 9-9

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9-10Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall