How to Use a Goal Setting Form (Form Included)

Today, I want to discuss how to use a goal setting form. In two previous posts about goal setting, we discussed the six ingredients of a Goal and “You Cannot “Do” A Goal—You Can Do Activities. Today, I’d like to share ideas about using a goal-setting form with your team.

Where do you begin? Start by gathering objective results from previous production numbers. Objective results may include reliable standards, performance benchmarks, previous results, and numbers. They should not include subjective opinions. Use the following list to be certain you’re ready before setting goals.

How to Use a Goal Setting Form The Goal Checklist Should Include:Trackable objectivesClearly defined activitiesA measurable resultTime limitsBe challenging but not impossibleConsider conditions, aiding and hinderingUsing the Goal FormComplete the objective criteria and previous results boxes.Analyze, through observable behavior, activities that will influence the outcome; however, don’t complete the activities section.Calculate realistic objective improvements, but don’t fill in the goal box.Set a period to begin, review, and end the goal, then fill in the blanks.Set a time to review the goal privately with each team member.Put the team member at ease by explaining the purpose is to help them improve; this is not corrective action or punishment.Ask the team member for their realistic goals for each objective. If it’s unrealistic, direct them to a more realistic goal.Review each type of activity and ask the team member what activities they will complete to hit the goal. They don’t have to have an activity for every category; however, you may direct them to any necessary activity. Clearly define the activities with action verbs, such as increase, decrease, add, stop, create, organize, improve, design, etc.How To Use the Goal Form DailyLet’s say 14.3 widgets are needed per day, or 1.78 per hour, to reach the goal of 300 for the month. Is it being done? If so, what activities can be repeated?  If not, what activities need to be adjusted? If the team member is behind the goal, how many widgets are needed daily to get back on pace?Is the team member following company procedures?What behaviors should be reinforced, or what activities need to be adjusted?Are they communicating with others? Do they need help?Are they asking for help? Find out where they need help, with who, about what, when, how, and why.

This is the team member’s goal, not yours. Have them complete the activities section of the goal form. Regardless of how much direction you have given, they should embrace the goals as their own. With this in mind, the more they participate in goal setting, and the less you control it, the better.

OK — READY, SET, GOAL!

Let’s make this happen.

Example Goal Setting Form

Team Member: _____________ Today’s Date: ______________Goal Begins: ________________

Review Dates: ______  _______  ______  ______Ends: _______________________________

Previous Results ______________________________________________________________

New Goal______________________________________________________________________________________________________________________________________________________________________

Action Plan

________________________________________________________

________________________________________________________

Activities to continue

________________________________________________________

________________________________________________________

Activities to stop

________________________________________________________

________________________________________________________

Activities to improve

________________________________________________________

________________________________________________________

Activities to add

________________________________________________________

________________________________________________________

Other activities

________________________________________________________

________________________________________________________

Aiding and/or hindering conditions

________________________________________________________

________________________________________________________

How Can I Help You?

I like to help people and organizations, but I consider three criteria before taking an assignment: I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, contact me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

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