How do you set goals for inclusive teams?

1 Understand your mentees' needs and preferences

Before you help your mentees set goals, you need to understand their needs and preferences, as well as their strengths and areas of improvement. This will help you tailor your mentoring approach and provide relevant feedback and support. You can use various tools and methods to assess your mentees' needs and preferences, such as surveys, interviews, personality tests, or self-reflection exercises. You can also ask them about their motivations, aspirations, challenges, and concerns.

2 Co-create SMART goals

Once you have a clear picture of your mentees' needs and preferences, you can co-create SMART goals with them. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. These criteria help ensure that the goals are clear, realistic, and trackable. Co-creating goals means that you involve your mentees in the process of defining, planning, and reviewing their goals, rather than imposing or dictating them. This way, you can foster their ownership, commitment, and accountability.

3 Promote diversity and inclusion

As you co-create SMART goals with your mentees, you should also promote diversity and inclusion in your mentoring relationship and in their teams. This means that you respect and value their differences, such as their cultural backgrounds, identities, beliefs, and experiences. You also encourage them to do the same with their team members and stakeholders. You can promote diversity and inclusion by using inclusive language, acknowledging and addressing biases and stereotypes, celebrating achievements and contributions, and providing equal opportunities and resources.

4 Monitor progress and provide feedback

Another important aspect of setting goals for inclusive teams is to monitor progress and provide feedback. You should check in regularly with your mentees to see how they are doing, what challenges they are facing, and what support they need. You should also provide constructive and timely feedback that helps them improve their performance, learn from their mistakes, and recognize their successes. You should also encourage your mentees to seek and give feedback to their team members and stakeholders, as well as to reflect on their own progress and learning.

5 Adapt and adjust goals

Finally, you should be flexible and adaptable when setting goals for inclusive teams. You should recognize that goals are not static or fixed, but dynamic and evolving. You should be open to change and adjust goals according to changing circumstances, needs, or opportunities. You should also empower your mentees to do the same, by helping them develop their problem-solving, decision-making, and innovation skills. You should also celebrate and reward their achievements and efforts, as well as their resilience and adaptability.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?