goal setting

Performance and career management

by Unre Visagie

Career planning and the performance management process

wt question26 Performance and career management

Ask

Having learnt so many concepts has certainly helped me participate in my team and in the company.

How do I know, however, that my career is progressing? How is my performance being measured?

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Answer

You are responsible for your own career. It is important to master a few toolsthat will help you in setting your future goals and planning to achieve them.

Equally important is the manner in which the company assesses your contribution and performance.

The Performance Management Process in which you are an active participant will enable you to take ownership of your job and ensure that your Contribution Zone(the area of overlap between the company, the customer and yourself) is maximized.

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Explain

The following Mind Map illustrates the various tools available to manage and plan your career as well as the Performance Management Process.

There are also links to other Mind Maps which contain important additional tool sets and skills.

Career planning and performance management

wt ch7 a career planning and performance management Performance and career management

Performance and career management

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Smart Goal Setting

by Unre Visagie

Goal setting is critical, use the SMART M process to assist

wt question25 Smart Goal Setting

I Ask

Someone asked me whether I have SMARTM goals. When I said, “Yes. I want to drive a big car,” he looked disgusted and walked away. Did I say something wrong?

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I Answer

Let me explain it to you:

A goal is an end to which you direct some specific effort in order to satisfy an unfulfilled need.

To be successful, a goal must be:

  • Specific in scope, actions, resources, alternatives.
  • Measurable in results and consumption of resources.
  • Achievable in results for participants.
  • Rewarding to participants, beneficiaries and suppliers of resources.
  • Time taken and end dates.
  • Monitor and communicate actions with action plans.

When we talk of SMARTM goals we actually refer to an acronym that provides an easy recipe for ensuring that our goals comply with the above criteria.

Specific

  • You should be able to define your goals in manageable chunks.

Measurable

  • How will I know? (See? Hear? Feel?)
  • What are the observable results?

Achievable

  • Is this within the participants’ control?
  • Does the participant have the skills, the resources and the authority?
  • Am I committed to follow through?
  • Did I communicate the plans and priorities to those around me and did they agree?

Rewarding

  • The benefit must be greater than the consumption of resources. Lack of clarity causes procrastination.

Timing

  • Get clarity and commitment on deadlines and diary time.
  • How long will it take?

Monitor

  • What are the mileposts so that I can have external monitoring that I am on track?
wt question25 Smart Goal Setting

I Ask

Which processes I can apply to ensure that my goals are achieved?

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I Explain

This 6-point action plan facilitates the setting of achievable goals by asking the following questions:

  • Can we commit and get the resources?
  • Can we see a successful implementation?
  • Is the scope and plan communicated and organized so that all participants know what to do?

What is to be done?

When is it to be done?

What is the due date?

Where is it to be done?

Who is to do it?

How do we monitor?

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I Advise

When a person reaches a goal, we have a “Victory Session” and celebrate. Victories celebrated give energy to keep us fuels us for the next goal.

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