Leadership is not just for those with a corner office or an MBA hanging on the wall. Leadership is not just for those with the title “Chief” or “Vice President.” The reality is that leadership happens in different contexts, including in the self-context, and at every level of an organization.
Performance Management strategies are essential for any company. However, the traditional routes taken by business and organizations are dated and ineffective. These aged methods usually include an annual performance review which offers no constructive feedback or opportunities to improve until those are addressed.
Leadership development has always been an important aspect in determining the success of any organization. Without properly trained leaders, companies fall victim to mismanagement, dissatisfied employees and ultimately lack in overall company growth.
Your organization’s greatest asset is its employees, who make up the mindshare and knowledge base to serve your paying customers. But how do you measure that asset? Employee engagement surveys and Glassdoor reviews are a good start, are they really clear indicators on how your greatest asset is being leveraged? To make the most out of the investment in your people, you need an objective line of site on their performance. Effective goal setting at every level of an organization is one of the most important motivators and means of evaluating your people’s contribution to the mission and purpose of the organization.
Different types of goals help your company achieve different levels of success. Goal setting isn’t a one-size-fits-all approach. Goals depend on the context of the business initiative you’re trying to achieve. While all goals should have time elements, some will take longer than others to pursue. Great organizations encourage leaders at all levels of an organization to set long-term, agile, and performance-focused goals to improve efficiency, engagement, and bottom line business results.