How can you create a team culture of goal-setting and achievement?

An Example I've seen is with our growth team. When we have set some goals on SMART approach, they started working on it. One has to divide their goals into micro goals per day to achieve and scale in a timeline.

Adding various Milestones and Creating a Learning environment and appreciating for the milestones worked at lot in my personal experience, they learn They grow and they achieve

Uno de los problemas cuando usamos objetivos SMART es justo generar una definición que se base en las métricas que hemos recolectado. El 56% de las empresas en general, según priceonomics las empresas recolectan data sin usarla o concentrándose en datos que no son importantes. Esto es, un like o reacción no significa lo mismo en una actividad de comunicación que en un ejercicio académico, parece evidente y lógico pero siempre queda de lado en el proceso de dise?o. Un elemento adicional a SMART sería "Por escrito" para no perder de vista los objetivos, recuerde que lo importante de llegar al objetivo, es el proceso.

You can create a team culture of goal-setting and achievement by instilling shared goals, fostering accountability, and celebrating achievements to cultivate a team culture centered around goal-setting and accomplishment.

SMART goals don't necessarily develop into a culture of goal-setting if imposed top-down. Sharing the vision with the team before having them define SMART goals is key to transforming the team culture in-depth. If the team understands the vision, they will be able to define steps towards its achievement. It is ok for a SMART objective to be poorly expressed, as long as its relation to the vision is effective.

Absence of established goals leads to confusion and frustration. Goal setting must be a shared practice, spanning from top-level management to every tier, ensuring direction and serving as the foundation for performance assessment. Equally vital is the establishment of measures to assess these goals. Without a structured system ensuring assessment and accountability, deviations occur, leading to subpar performance

It's important to have measurable goals, so that you can track your progress and stay motivated. Assessing progress helps you to stay focused, meet your deadlines, and feel the excitement of getting closer to achieving your goal. A measurable goal should address questions such as: How much? How many? How will I know when it is accomplished?

You want to assign roles and responsibilities, but you also want to avoid silos. Every team member must understand that the distribution of roles and responsibilities is meant for most, but not all, situations. There must be space left for the exception, where the team benefits from members going beyond their roles and responsibilities. Think of the difference between equality and fair play, and prefer fair play.

I believe that monitoring and, especially, celebrating progress are often overlooked, yet they play a vital role in keeping a team motivated to work towards their goals. Hold frequent meetings to assess progress, and genuinely celebrate even small milestones. You'll be surprised at how effective this can be in maintaining your team's motivation.

To do this, establishing an action plan before the rollout of an initiative is key. In planning, already determine the process for monitoring progress and celebrating success. Use calendar tools and build in tracking during already scheduled meetings to not add one more thing on the plate. Assign responsibility for each. Then celebrate!

Never underestimate the power of reviewing and reflecting. Even if a goal isn’t met, allowing myself to analyze the how and why of the situation cultivates a success and growth mindset.

Let each member of the team share with the team the top 2 or 3 goals they are striving for. Every couple of weeks, celebrate team members who either made good strides towards or even accomplished reaching one of their goals. Recognize what is important to your colleagues, and help them reach their goals. In your collaborations, there may be opportunities for others to take on roles towards those goals; encourage them when those opportunities arise.

Siempre he dicho que lo importante de establecer objetivos, además de que nazcan a partir de los datos, es que no es el final de una acción, es a penas el principio de la siguiente acción, pero lo más importante es el viaje para llegar a una meta, porque el camino, al igual que los viajes, vamos conociendo más lugares. Hace mucho tiempo un objetivo debía ser alto para motivar a los equipos a lograr objetivos, el problema es que si no se logran (y pasa un 90% de las veces) se deprimen y abandonan cualquier iniciativa posterior. Si son "bajitos" se vuelven alcanzables y el trabajo de motivación es menor y efectivo, lo mismo la supervisión.

Questions about team dynamics and workshops can be a good strategy for creating team cultures. At some point in the journey, it is necessary to stop to reflect on the path taken so far, as well as plan the next steps. When reflecting on the current state of things, it is necessary to consider the successes, mistakes and lessons learned from this experience.

Review and reflect as a team. Collaborative reflection fosters diverse perspectives, enriching insights and corporate understanding. It strengthens the team by encouraging open communication and shared learning, which leads to more effective problem-solving and continuous improvement. It allows for a culture of mutual support and collective growth within a group, team or organization. To guide reflection, consider answering these: 1.Something new I learned 2. What impact did it have on my work 3. What do I still need to understand/ learn 4. What can we do differently next time 5. What support do I need

Cuando revisas tus datos ?qué es lo que ves? si lo único que te viene a la mente son solamente números y gráficas, tendremos que dar una segunda mirada. Tus datos van contando una historia, solamente hay que darle un significado dependiendo del momento y el objetivo de tu plan de aprendizaje, no importa que solamente sea un único tablero con un juego de datos. Por ejemplo, ver un incremento en las estadísticas de interacción va significar distinto cuando los alumnos ingresan por primera vez a la plataforma, cuando se están preparando para un examen o entre cursos. ?Cuáles serían tus aprendizajes viendo estas métricas?

It can be helpful to review and reflect iteratively; there's no reason to make this a high stakes activity waiting for everything to be perfectly complete. Things get missed when these discussions wait too long.

Creating a safe exchange place is vital to effective review and reflection. This can be tricky if the process is conducted in the presence of the team leader. An impeccable ethos is required from the team leader. As soon as a doubt appears on a potential risk for the member in review, they is no place for fruitful reflection.

Para fomentar una cultura de equipo centrada en objetivos y aprendizaje, los líderes deben liderar con el ejemplo, tratando los errores como oportunidades de crecimiento. Es clave establecer metas claras, celebrar logros y analizar desafíos de manera constructiva. La retroalimentación abierta y regular debe ser una norma, incentivando a todos a compartir ideas y preocupaciones. Realizar reflexiones post-proyecto ayuda a internalizar lecciones y adaptar estrategias futuras. Reconocer y recompensar tanto los resultados como el esfuerzo y la mejora continua es esencial, creando un ambiente que valora la innovación y el aprendizaje constante.

Adapting and iterating primarily means accepting failure. You only adapt, transform, change, iterate if you acknowledge that something is not working. The longer you take to fail, the less likely you are to adapt. Eric Ries underlines the importance of the "fail fast" principle in an agile organization. Failure being the contrary of achievement, the line that leads from adapting and iterating to goal achievement is a fine line. Progressing on this fine line is the sign of great leadership.

Si no sabes a dónde vas, dará lo mismo el camino que sigas. Piensa en un viaje por carretera y que de pronto el camino esté en reparación, adaptarse sería abrir el mapa y buscar un camino alterno (la palabra desviación es muy fuerte) para continuar con el viaje. Lo mismo pasa aquí, necesita conocer el plan y prever los posibles resultados para poder adaptarse mejor y de manera más eficiente a las posibles complicaciones, iterar lo que funciona y modificar lo que no, parece evidente, pero es uno de los puntos que se dejan de lado en las planeaciones, tener siempre un plan B, C y D, nunca está de más en el camino al éxito.

It is always essential to have a growth mindset, especially in multi-cultural workplaces. It is so easy not to question the habits, values, and beliefs that you bring to the team, but at times, these can conflict with those of other cultures. For example, I worked in a decision making role in a Pacific nation.. I am very decisive and have strong opinions, and I often felt I was dominating the discussion and yet not being heard. When I began to moderate the measure of my "voice" and sit silently, other voices emerged. I realized that I was being listened to, that, in fact, there was support for my viewpoint, but that a shared process was more highly valued than a speedy process.

Edtech is an ever evolving field due to fast pace innovation across the globe. The era of digital innovation has given an opportunity to all to excel in EdTech while considering a few aspects of a country i.e., economic and power situation etc. For teams working in the Edtech fields, they must understand that their product needs to be continuously updated and it needs to be a cutting edge solution for their end users. Previously the pace of education and development was slow as foundational learning theories remained the same. But technology integration has even disrupted the psychological theories causing continuous upgrading and changing in the field of education.

I have found that one of the most important considerations with SMART goals as as a school (or division or department) is striking a balance between individual teacher agency in selecting and pursuing goals of personal need and interest, and the need to work towards collective goals that provide important consistency in student learning.

Apart from the above mentioned factors, building trust among the team is the most important factor. Deciding on the common goal and making sure the team members trust that everyone is working towards a coming vision and goal. So if there is any argument, the vision helps decide the right path or direction .

Eliminate any element of competitiveness within a team or subteam. Competitiveness in the e-learning sector seems to stifle creativity as meetings are transformed into awkward events that employees can't wait to see the end of. Creating and fostering an environment where each idea that is presented within a team is challenged in front of a wider team without any facts can contribute decisively in developing a climate of intimidation.

To foster a thriving culture of any kind especially one that centers around goal setting, it's essential to recognize that our most ingrained habits govern our actions in any given scenario. Therefore, it falls on leaders to offer guidance, continuous learning, and ample opportunities to participate in activities that align with the envisioned culture. By doing so, we can create an environment that inspires and empowers individuals to grow and contribute to a shared vision.