Linking goal setting to training needs for meaningful change

When we’re considering performance reviews and goal setting, it is important to consider how we go about developing goals that support our ongoing learning as well as aligning with the company goals and values. 

Although I have explored different models for goal setting, I always come back to SMART goals as a starting point. The easiest part of this model is to identify a Specific goal and how to Measure our progress and success towards achieving it.  Time bound is also quick to determine: a week, two months, within the year. However, the Achievable and Relevant aspects can (and should) take a little more time.

I try to focus the conversation on these two aspects, having observed how people can downgrade their goals once they begin discussing how achievable those goals are. Where current skill levels do not align with the desired goal, it can be easier to adjust the goal than open a discussion about training needs.

As a leader, it is critical to ensure that there is clarity around what training support is available. 

In changing the conversation around how to achieve a desired goal to instead focus on personal and professional development, we can create the opportunity to provide an innovative and aspirational environment where employees thrive. With higher engagement, we see an increase in both productivity and employees’ commitment to the company vision.

At the Leadership CoLab, we believe in:

• valuing people and their aspirations;

• identifying training needs to increase engagement and productivity;

• investing in leaders to create a high-value learning culture.

Goal-setting is an important step in this process.

What models do you use for goal-setting? How do you open the conversation to promote aspirational thinking and to identify training needs?