Goal-setting enables an individual and an organization to set goals and check the progress of their short-term and long-term objectives. The purpose of the goal-setting process is to motivate and improve the productivity of yourself, and your organization. It provides you with direction to know where you are going, how you will get there, and how to know when you have arrived there.
Through this training, you will learn how to link organizational and individual goals to achieve results and ensure overall success. You will see how the goal-setting process can benefit you and your organization and what criteria to use to set up goals for yourself, your employees and your organization. This seminar will enable you to incorporate the goal-setting process into your management style to create a positive, enriched work climate with employees who are motivated and perform above the norm. Lastly, you will be able to construct and design goals that are suitable to your needs as well as to the needs of your organization.
For more information regarding our on-site training programs e-mail: firstname.lastname@example.org
"I would not change a thing about this program. I learned to be more specific when giving assignments and to make sure that the employee knows what is expected."
Suzanne Ward, Board Relations Supervisor Federated Investors
"These sessions help me revisit my goals and actions. I now clarify my objectives and set up a plan which actually gets me to my goals like never before due to Mr. Schwartz’s training."
Fraser A. Lang, President Manisser Communications
"Being a new manager, knowing what to delegate is a great help. Conflicting demands and effective delegation were areas I need and received help with. I learned the value of meeting with my employees to set goals and expectations."
Amey Cooney, Support Services Supervisor James W. Daey, Inc.
It is important to stress here that it is very difficult to change what people want, but fairly easy to find out what they want. Thus, the skillful supervisor emphasizes diagnosis of needs, not changing the individuals themselves. Determine what kinds of behavior you desire. What are management’s goals? Supervisors frequently talk about "good performance" without really defining good performance. An important step in motivating is determining what performances are required and defining them in specific, observable, and measurable behaviors so that employees can understand what is desired of them.
Make sure desired levels of performance are reachable when determining employee goals. The point at which levels of performance are rewarded must be attainable by each employee. If employees feel that the level of performance required to get a reward is higher than they can reasonably achieve, their motivation to perform well will be relatively low.
The process of goal setting raises questions and issues related to planning, specificity, and negotiation. Can an organization and its employees have compatible goals? Can both sides develop goals together to be more effective? Goal setting is a process for deciding where you want to go as an organization, as an employee and as an individual. Goals for management support the vision and strategic plan that an organization must have in order to stay alive and be successful. Goals for individuals support job success and individual development. When an organization and its (individual) members pull together to link their goals, overall success is the result.