Setting team goals and ultimately team member goals helps give your team purpose along with checkpoints for measuring success. That old adage “If you don’t know where you are going, any road will take you there,” is certainly true in the case of team goals.
The problem is that “any road” could be expensive, time consuming and full of risk for your team. So here’s what you need to do.
First you need to make sure you have a mission defined for your team. This shouldn’t be some fancy, corporate lingo statement that nobody understands. It should be a “plain language” statement that includes the following components:
Having a mission for your team is critical to your success. But one of keys to remember is that it’s not the statement that’s most important. What’s important is that your team live its mission each and every day. (if you need some step-by step instructions for creating your team’s mission, head on over and read How To Create A Team Mission Statement.)
The first thing you’ll need to do to set goals to support your team mission is to identify your success criteria. Have a team brainstorming session to answer the question, “What does success look like for our team?” Then take that list and turn the items into meaningful team goals.
You should have long term and short term goals for your team. And don’t make the mistake of taking on too many goals at a time. Three to five is plenty. Any more than that and you’ll overwhelm your team and get nothing accomplished.
Break down those team goals into small, manageable pieces tied to team member accountability. Set up a schedule for regular check ins to make sure each team member is achieving what is expected.
Do you think goals are important for team success? Please leave a comment with your thoughts.