Here's how you can effectively set performance goals in Servant Leadership.

An approach that I resonate with immensely is the OKR method. This talks about Objectives and Key Results. For every initiative, define the core objective, which can be at an organisation/team level. Then define what are some of the key results that the individuals need to achieve. This helps define goals in alignment with the bigger picture to ensure greater synergies across the board. This gives individuals an opportunity to excel in their role, and by understanding how they contribute to the objectives of the organisation, makes it even more meaningful and fulfilling.

Goals should be collaboratively set, ensuring alignment with the organization's values and the needs of those being served. They must be specific, measurable, and meaningful, emphasizing both individual development and the collective impact on others. By encouraging continuous feedback and support, and celebrating achievements, Servant Leadership ensures that goals not only drive performance but also nurture a supportive environment where each team member can thrive and contribute positively to the organization and beyond.

In my experience, for a leader listening is key, more so when it involves listening to their team. Servant leadership is predicated on being at the service of the team, which implies knowing the team needs, challenges, and opportunities and that can only be achieved active listening. When setting up goals, listening to the team allows to get confirmation of the team acknowledgment, alignment, and perspective towards that can enhance /refine the goals and make them achievable. Moreover, it shows the team their opinion matters as to feel their goals are co-created with the leader.

By actively listening, leaders can co-create goals that resonate with individuals' strengths and ambitions, ensuring alignment with organizational objectives and the broader mission of serving others. This approach not only enhances engagement and motivation but also cultivates a culture where every voice is heard and valued, ultimately leading to more meaningful and impactful goal achievement within the team.

As a servant leader, prioritize the development and growth of your team members. Identify their training needs and provide opportunities for learning and skill enhancement that align with their goals. Offer mentoring, coaching, or external resources to help them achieve their objectives and acquire new competencies.

By aligning goals with opportunities for professional development and continuous learning, leaders empower individuals to reach their full potential while contributing meaningfully to the organization's objectives.

Ensure that the performance goals are aligned with the organization's vision, mission, and values. This alignment will help create a sense of purpose and make the goals more meaningful to team members. Clarify how their goals contribute to the overall success of the organization and how they align with the servant leadership philosophy.

The leader is an asset to the team. The team should feel their leader have their back. Servant leadership as the name imply is about serving and proving support is a great way to serve.

Daily huddles along with 1-minute praisings and 1-minute reprimands (see 1-Minute Manager) are a good way to prevent painful course corrections that can soak up valuable time and momentum.

By acknowledging and celebrating achievements—both big and small—leaders inspire motivation and build confidence within their team members. This practice not only boosts morale but also encourages continuous improvement and a sense of accomplishment. By highlighting the impact of individual and collective efforts, leaders demonstrate their commitment to recognizing contributions and fostering a collaborative spirit that drives future success and goal attainment.

Use the SMART (Specific, Measurable, Achievable, Relevant, Time-bound) framework to develop clear and actionable goals. Ensure that the goals are specific, measurable, attainable, relevant to the individual's role and the organization's objectives, and have a defined timeline for completion. This framework provides clarity and focus, making the goals more effective.