Your team is divided on setting achievable goals. How can you unite them towards a common objective?

Foremost communicate and keep everyone (the Team) abreast and aligned on the overall objective and the importance of each role in achieving the Team’s overall objective. Establish regular checkpoints or meetings to check the progress of the Team’s activities and discuss challenges and issues to address bottlenecks and issues that are affecting the achievement of the objectives. Collaborative with each Team member and provide the needed support. Initiate brainstorming with Team members when activities are off the targets, arrest and provide the needed intervention.

Identify potential bottlenecks by conducting thorough process reviews and soliciting feedback from your team. Analyze workflows to pinpoint inefficiencies or obstacles that hinder progress. Address these issues pragmatically by implementing targeted solutions, such as new tools or revised procedures, ensuring smoother operations that facilitate achieving common objectives efficiently.

I have encountered in almost every one of the companies I led. First, they divide on the issues of measurement and judgement. They dislike being monitored or judged incorrectly. Start that objectives are not for judging but for judgement. For direction setting not score keeping.

set goals as community. Stretch goals are rewarded. Show them through your own experience that it’s for them to communicate not for you to hold them to it.

Empower your team by involving them in the goal-setting process. When team members feel a sense of ownership, they are more likely to be committed and motivated. Clearly communicate the importance of each goal and how it aligns with the company's vision. Provide opportunities for individuals to take responsibility for specific tasks, ensuring they understand their impact on the overall objective.

Antes de mostrar los objetivos, es declarar el estado actual del equipo, personas y las miradas en conjunto para no “fracasar”, perdiendo la misma fuente laboral, ambiente, clima organizacional etc. A la hora de aunar los criterios es parte esencia que el mismo equipo “personas entendidas”, hagan sus propuestas en forma abierta. Luego vendrá la cohesión de conocer si los objetivos nos moverán a un escenario “ascendente”. Saludos

Promote a collaborative environment where open communication is encouraged. Use regular meetings and brainstorming sessions to ensure everyone’s ideas are heard and valued. Create cross-functional teams to leverage diverse skills and perspectives, fostering innovation and mutual support. By working together towards a shared goal, you strengthen unity within the team.

Teams with high psychological safety are more likely to have high collaboration. A leader can build this over time creating a shared belief that team members won't be embarrassed, rejected, or punished for speaking up. As a leader model your own vulnerability by admitting mistakes and asking for help.

La volatilidad de perder el enfoque cotidianamente, nos hace apuntar a metas personales que muchas veces no se manifiestan por un “no se vayan a reír de mi”. Bajo mi experiencia la colaboración se observa, siente y traspasan las “ganas de vivir”. Este parámetro simple es holístico marcando un sello de alta colaboración en lo personal (por tener este hábito), para los demás tengan una relación inmediata. Saludos

Acknowledging achievements is crucial for maintaining team morale and unity. Regularly recognize individual and collective successes through public praise, awards, or incentives. Celebrating milestones not only boosts motivation but also reinforces the value of working towards common goals. Make it a point to highlight how each accomplishment contributes to the larger vision, fostering a sense of shared purpose and camaraderie within your team.

if you measure then you must punish. If you progress together, then you must celebrate. Joy is a motivator. Show joy when others meet their success. Just show joy. That’s what most people strive for. To see =joy in the leader’s eyes. Give it to them. Be silly and be authentic.

Look for that one person in your team who others have been following since ages. Explain the person about pros and cons about the goal, its importance. At times to take the unsaid leader in confidence, matters!

use objectives to motivate success not measure the unsuccessful. Remember, it’s for them to understand the work, not for you to gain a report. If they run it, they use it.