Goal Setting: Empower Your Team to Reach their Full Potential. With Michelle Emard, COO Canadian Nurses Protective Society

Transcription

1 Goal Setting: Empower Your Team to Reach their Full Potential With Michelle Emard, COO Canadian Nurses Protective Society

2 Empower your team to reach their full potential Principles of goal setting Critical element: Employee engagement High performance and the role of innovation Talk process Individual / group plan

3 By the end of the session Why are goals important? How is employee engagement linked to goal attainment? How can innovation be encouraged? What processes are most effective? Are performance review forms still effective?

4 Principles of Goal Setting

5 Mantra Wendy s Mission Statement: to deliver superior quality products and services for our customers and communities through leadership, innovation and partnerships. Guy suggests: Healthy fast food Inspires rather than aspires Reference: Guy Kawasaki

6 Why Set Goals? Key to Success: Top level athletes, successful business people and achievers all set goals Long term vision Short term motivation Focuses your acquisition of knowledge Organized Efficient Reference:

7 Balanced Scorecard Employee Customer Priority Stakeholder Innovation

8 Goal Setting: A Theory of Motivation Important relationship between goals and performance The most effective performance seems to result when: Goals are specific and challenging, Used to evaluate performance Linked to feedback on results Create commitment and acceptance Reference: Locke and Latham

9 Goal Setting: A Theory of Motivation The motivational impact of goals may be affected by moderators such as ability and self efficacy Deadlines improve the effectiveness of goals A learning goal orientation leads to higher performance than performance goal orientation Group goal setting is as important as individual goal setting Reference: Locke and Latham

10 Visualization

11 Employee Engagement

12 Why do employees leave? Top 3 reasons people leave their organization: A poor relationship between the employee and their direct manager A lack of opportunity for growth and development A lack of challenging and meaningful work Reference:

13 Maslow s Hierarchy of Needs Self Actualization Esteem Belonging Safety Physiological

14 Empowerment

15 Motivating Employees Learning & Growing Respect & Recognition Team A highly engaged workforce

16 The Notion of Innovation & High Performance What is innovation?

17 Innovative Landscape Map Disruptive Architectural Business Model Existing technical competencies New business model Off shoring Routine Existing technical competencies Existing business model Enhancements Optimizations New technical competencies New business model New division Radical Technical Competencies New technical competencies Existing business model New service channel Harvard Business Review, June 2015

18 Innovation System Processes and structures: How the company searches for novel problems and solutions, Synthesizes ideas into a business concept and product designs, and selects which projects get funded Risk: Conflicting priorities Seek alignment and focus on improve performance Harvard Business Review, June 2015

19 Thinking like a startup 1. Break into groups of 2 or 3 2. Read Canadian Business article 3. Discuss and exchange ideas on how to encourage innovation (10 minutes) 4. Group read out (5 minutes)

20 Process

21 Annual Cycle Identify organizational goals Set group goals Assess your team Establish professional development plans Document individual plans & expected results Recognize progress & make adjustments

22 Individual Performance Plan

23 The Lost Opportunity

24 Individual Performance Plan GOALS 2 Minimum 6 Maximum Link to Strategies KPI / Contributions Innovation Initiative / Projects CORE COMPETENCIES 4 Minimum 8 Maximum PROFESSIONAL DEVELOPMENT Link to Competencies Org training Departmental training Skills based training Job shadowing Online Certifications OTJ training Future potential External benchmarking

25 SMART Goals

26 SMART Goals Achieve a 90% customer renewal rate this fiscal year through outstanding support and relationship building. Close 30 customer tickets each week. Complete the new product marketing suite this quarter, including website assets, brochures, documentation, landing pages, and sales presentations. Generate 300 quarterly leads through inbound marketing efforts including SEO content production, thought leadership pieces, and digital campaigns. Reference:

27 Setting Realistic Goals

28 Inputs vs Outputs Inputs Ability to resolve Personal attributes Avoid bounce / take ownership Meet your commitments Queue Times 85% CSAT is the measure, not the goal Outputs 85%+ Customer Satisfaction Individual plans should focus on the right actions & behaviours Results will follow

29 CORE COMPETENCIES

30 Invest in your employees

31 Designing PD Plans Natural Talent Org Needs Individual Motive A highly effective PD Plan

32 Empower your team to reach their full potential Set goals Make a plan Focus on the right actions and behaviours Engage and be engaged Innovate Have a process and stick to it Challenge the individual and the team

33 Goal Setting: Empower Your Team to Reach their Full Potential With Michelle Emard, COO Canadian Nurses Protective Society CONNECT WITH MICHELLE ON

34 References Fred C Lunenburg, Goal Setting Theory of Motivation, Internation Journal of Management, Business and Administration, Volume 15 number 1 (2011) at nenburg,%20fred%20c.%20goal Setting%20Theoryof%20Motivation%20IJMBA%20V15%20N1% pdf Halogen Software, Establishing an Effective Employee Turnover and Retention Strategy, at an effective employee turnover and retention strategy Gary Pisano, You need an innovation strategy, Harvard Business Review (June 2015) at need an innovationstrategy Status Path, SMART Goals, at goalsexamples/

35 References Inc.com at Canadian Business, The 15 Most Innovative Canadian Companies of 2015 at companies 2015 slideshow/ American Management Association, How to Build a High Performance Organization at ahigh performance organization Canadian Business, How established companies can think like startups again, at establishedcompanies can think like startups again/