How can you set clear goals for your team during a change process?

Beyond setting operational goals for your team it is key that the change vision resonates with your team on a personal level. Especially the younger generations look at the big picture and greater goal for the society, the purpose the change vision serves and the values it builds on. If the change goal is not in line with their personal values they won't actively support the change. If the benefits are laid out on a company level but are not broken down into something important for the employees the change won't necessarily be relevant enough to spend energy on it.

In my view, when a change is inevitable, a leader should gauge the upcoming change and try to find at least one member of his/her team who can adopt that change easily. For example, if a software upgradation is around the corner, then the leader can select a team member who is most updated with recent software and who is inclined to know more about software. By selecting a member who is 100% interested for this change, the leader would ensure that at least one member would always vouch for this change. Secondly, the leader should be able to judge possible hurdles in applying this new change on ground. He/she should also take enough feedback from his/her team members about their apprehension and deliberate on them to find a solution.

Especially during change, a common mistake is to set finite goals (i.e. - SMART goals). While there are contexts in which SMART goals are preferable, their persistent popularity has more to do with making life easier for mediocre managers and status-quo thinking. A more effective approach for both achieving desired business outcomes, engaging employees, and aligning stakeholders is to use a more iterative approach such as: Plan, Do, Check, Adjust. The specifics within each step are less important than aligning all stakeholders working toward a common outcome and continuously communicating across the collective team where everyone is in the process while always keeping the end goal in mind which should be the business objective.

Change is part of our professional life and may be reason of stress for your team. In order to go through the change process smoothly engagement of your team is crucial. Make sure all team members know and understand the reason and the goals, their role and contribution. Work with hesitations and address their fears.

Setting clear goals for your team during a change process is crucial for guiding their efforts and ensuring a successful transition. It's essential to have a deep understanding of the change process, its purpose, and the expected outcomes. This will help you create goals that are relevant and aligned with the change Engage your team in the goal-setting process. Their input is invaluable, as they have practical insights into what can be achieved and the challenges they may face during the change. This involvement also increases their commitment to the goals. Use the SMART criteria to create clear and specific goals. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. Each goal should meet these criteria:

Because people absorb and perceive information in different ways, it is important for a leader to use different communication channels to deliver the same messages consistently. Because it takes time to build trust, it is also important that messages are repeated and constantly updated. To achieve and sustain change, it is imperative to review behaviors in addition to clear goals. Not only the WHAT is important, but also the HOW. The HOW is primarily shaped by the behavior of the managers, by setting an example and appreciating the contribution to change. So beyond communicating operational goals, the leader's message should be underscored by behaviors that serve the intended outcome.

As a leader it is important to tell everyone down the hierarchy about the reasons of change and also solve any issues if they have. By making them understand the reasons and also aligning them with the new overall goal it becomes easy to boil it down to teams and make team and individual level goals

I believe it's very important to establish open communication channels within a tem. A leader should communicate the "Why" clearly and continuously. It's crucial to consistently reinforce the rationale behind the change. People are more likely to align with goals when they understand the purpose and benefits. It's also important to repeat and reiterate changes and goals through all means of communication within' a team. I personally use various communication channels (meetings, emails, in big companies management uses town halls for this purpose) to ensure everyone is on the same page regarding the change's significance. It's also essential to organize regular feedback sessions where team members can voice their apprehensions.

Clear, consistent communication is key. Share goals through various channels and welcome feedback. Address concerns promptly, reinforce goals regularly, and celebrate milestones. This keeps your team informed, engaged, and motivated to work towards the change.

Communicating goals clearly is important, but it's not enough. Teams need to feel ownership over the goals in order for them to be achieved. The best way to get team buy-in is to involve them in setting the goals in the first place. Once everyone is on the same page, break down the goals into smaller, more manageable tasks. Then, assign tasks to team members based on their strengths and interests. Be sure to provide regular feedback and recognition to keep everyone motivated. And when you reach a milestone, celebrate as a team!

Be dynamic not static but recognise that change is hard. Communication done right with the right leadership supports engagement, this makes changing course easier and quicker - not necessarily trouble free but it provides the framework for success. Clarity and transparency with the positive engagement means the 'why' is understood and the team can then determine the best 'how' to use. It also means stronger commitment and greater chance of success - making luck work for you.

Adapting goals during change is crucial. Change can be dynamic and unpredictable. Be flexible and responsive to new situations. Review and update your goals as needed, and communicate changes clearly, explaining reasons and implications. Encourage your team to provide input and suggestions to ensure the goals remain relevant.

Providing ongoing feedback during the process changes will help the team better adapt to the change. During this time it is best to offer feedback, resources, support and guidance to help them overcome any challenges they encounter

In today's fast-paced business environment, adapting goals to change is essential for success. To do this effectively, regularly engage your team in 'goal recalibration' sessions. I suggest using agile goal adaptation framework: - Regularly review goals with your team. - Identify what's working and what needs adjustment. - Prioritize adaptations based on impact. - Set new milestones and communicate changes transparently.

Essential points to achieve any goal Passion - Discipline - Determination - Focus - Clear Goal - Implementation Plan - Putting the Plan into Action - Tracking Progress - Achieving the Goal

When you involve your team in the goal-setting process, you win several times over: - You learn what is going on in the minds of your team members - hopes and concerns. - The collaborative approach mitigates resistance and stress on an individual and collective level - no one is left alone - The team process to agree on the goal, taking into account different views, promotes mutual acceptance for the final proposal. - With this voting process, your team is already halfway through the change process because acceptance of the goal is the door opener to action.

For collaborative goal-setting excercise I would recommend using RACI framerwok which was widely used in the companies I worked in. RACI ihelps clarifying roles and responsibilities in a team or project. It stands for Responsible, Accountable, Consulted, and Informed. Responsible (R): Those who do the work. Accountable (A): The ultimate decision-maker. Consulted (C): Those whose input is sought. Informed (I): Those who need updates. RACI enhances clarity, accountability, and team efficiency when setting goals.

Working with experts means listen to their input in all areas including goals setting. Experts know better and are ambitious. We should trust our experts, this is why they are part of our teams.

Un paso preliminar es conversar con los colegas acerca de su interpretación de la misión y de como se establecieron los objetivos estratégicos de la organización.. A partir de ahí, se puede preguntar a los colaboradores sobre cuales son sus ideas de contribución para lograrlos y de esa forma también ir construyendo sus objetivos individualizados, siempre alineados a la estrategia.

Involvement fosters ownership. When team members are part of the goal-setting process, they're more likely to be invested in achieving those goals. They'll also provide insights that may not have been initially considered.

Encourage your team to think outside the box and explore creative problem-solving. Brainstorming sessions can be fertile ground for unique solutions. In brainstorming sessions all ideas, even the most unusual should be welcomed with open arms. In terms of tools I would advise Miro.

Mentorship and Peer Support Programs: Consider implementing mentorship or peer support programs within the team. Pair experienced team members with those who might be newer or less experienced. This provides an additional layer of support and guidance as individuals work towards their change-related goals. Mentors can share their knowledge and experiences, helping mentees navigate the challenges of change more effectively. This peer-to-peer support can foster a stronger sense of teamwork, reduce anxiety, and promote a smoother transition during the change process.

It's important that the team or team member is aware support is available and that you are always approachable to discuss any challenge that they may have. Ensure that the team or team member is happy with the frequency of meetings. Finally, as a leader it's crucial for the team to know how much importance you place on these scheduled meetings.

Support goes beyond providing resources; it's about showing genuine care for team members' well-being and professional growth. When teams feel supported, they're more motivated and resilient.

Supporting your team to achieve their goals is a multifaceted process that requires effective communication, understanding, and action. Here are some ways you can support your team: Regular communication helps to ensure that everyone is on the same page and understands the team’s goals. Regular check-ins can help you understand how your team members are progressing towards their goals and address any issues or concerns they may have. Be Inclusive: Make sure all team members feel included and valued. This can boost morale and productivity.

Reflection is a growth tool. By evaluating the outcomes and processes of set goals, teams can understand what worked, what didn't, and why. This continuous learning will optimize future endeavors.

Be prepared and ask people to be ready for the disruption. It is very important to acknowledge the fact that short term discomfort is inevitable. We will have to let everyone know that they are not the only one experiencing this stress of change as change by its nature is meant to create some ripples. Still, although most would bear / like or sustain it but some might not, so ready to accept it.

The scope of the change needs to be clearly defined also. Different team members may have different parts of scope for the change program/project. An overall team goal is fine but how each member contributes to these goals are vital, so each member is clear on what is it is required from them. Not doing this may lead to demotivation.

Take it slow. Give your team the time they need to process the change and adjust their routines. Monitor the status of the change process and make adjustments as needed. Imagine running a marathon.

I have been involved in transitioning processes of people, pivoting vision, processes and programs at Oak Nation Entrepreneurial Foundation. So, I will be saying things from vantage position of what worked and works still: -The goal was to build enterprising people and lasting businesses, Thus, irrespective of who is available or not, ONE FOUNDATION is meant to achieve this. That was it. We did achieved. I made the team to know that we've got a job to do and we can do it. Guess what? Everyone proved that they were up to the task.

During any change process, team morale and mental well-being are crucial. It's essential to consider the emotional and psychological impact of change on individuals. Incorporating strategies like team-building activities, open forums for discussion, or even professional counseling can be beneficial. It's not just about achieving goals; it's about taking care of the team along the way.