In my search for the latest resources on Professional Leadership goals examples I came across this great article on strategic planning and alignment in the goal setting process.
1. Use strategic planning tools for goal setting:
Try using some of the classic strategic planning questions for coaching, goal setting, and performance planning at the individual and team levels. It’s fun, productive, and educational. Here are some examples (these can be easily modified for teams and projects):
- Gap analysis: Where are you now [current state], where do want to go [desired state], and how are going to get there [plan]?
- SWOT’s: What are your biggest strengths, weaknesses, opportunities, and threats with respect to your job? Just like in strategic planning, this will open questions about how much is possible, what resources will be needed, who is going to do what by when, etc.
- Stretch: Could you complete your job goals faster, with fewer resources, with greater output, impact, or results?
- Relevance: Review the organization’s vision, strategy, and most important targets for the year, and then the team’s most important targets for the year. Then ask: What could you do that would have the biggest possible impact on team and organizational success?
- Stakeholder approach to the balanced scorecard: You can help your employees create a balanced scorecard based on the various stakeholders they serve and the results they are expected to generate for each. Now that’s a great way to manage effort and achievement.
- MVS&V: Create a mission statement, vision statement, strategy, and set of core values for you and your job. Ensure they are aligned to corporate vision, strategy, and values.
These questions are not so new, but if we frame goal setting and prioritizing as a strategic activity, we will reap multiple benefits (productivity, engagement, development…).
The possibilities here are endless—a branding approach, entrepreneurial approach, etc. In the book Strategy Safari (Free Press 1998), Mintzberg outlines 10 major approaches to strategy formulation. I would bet that all 10 could be applied in some powerful way to goal setting and prioritizing at the individual and team levels. Again: fun, productive, and a great education.
2. Engage employees in the planning process:
Create opportunities to engage your employees in strategic thinking and strategic planning—even if they are not invited to your offsite.
- Train and coach leaders on how to develop and leverage strategic thinking on their teams…More at Goal setting is strategic planning – Advanture Consulting
There are numerous professional leadership goals and leadership professional development goals examples that we are going to explore in the next few weeks. We welcome your feedback and thoughts on how we can make this disucssion better.