Unlocking Success: The Three Categories of Goals – Performance, Professional, and Personal
There is a huge difference between managing personal development and performance management. Even if it seems that both require feedback and, therefore, you could bundle them together, you shouldn't.
How do you approach setting goals for your team to cover both? What is the right mix of these goals, and why are they important? You can divide the goals or objectives into three categories: Performance goals, Professional development, and Personal development.
Performance management
Performance goals are the tasks required to fulfill your job scope and are used to evaluate performance management.
These goals are essential for providing direction and measuring success. It is crucial to regularly establish clear goals for yourself and your team to set expectations. It is not enough to state what needs to be done and why; it is also important to define how it will be measured or the criteria for success. For example, setting a goal to "hire a team of developers by the end of the month" may seem reasonable, but without specific measurement criteria, it can lead to misunderstandings and unmet expectations.
“Performance management is backward-looking and deals with rewards and punishments.”
Performance management involves formal evaluations, typically conducted quarterly or yearly, which assess past performance. Its primary purpose is not individual development but rather to assess performance and reward employees through bonuses, compensation increases, or promotions.
Professional development
Professional development goals refer to the skills and knowledge required to perform one's job, typically hard skills relevant to the specific role. The aim is to train the person so they do a better job here and now.
Many individuals need to acquire new skills to fulfill their job responsibilities or prepare for future career opportunities. Adapting to new tools, technologies, and techniques is essential for improved efficiency and productivity. As we strive to accomplish more tasks and enhance our performance, it becomes crucial to upgrade our skillset continually.
For those aspiring to lead a team, acquiring a range of skills is vital for success in this role. Some skills are technical, while others are more interpersonal. These encompass abilities such as recruitment, task delegation, performance evaluation, providing feedback, conducting one-on-one meetings, and leading group discussions. Although assessing these skills can be challenging, they are crucial developmental milestones for career advancement. Failing to discuss team members' developmental goals may hinder their professional growth.
Personal development
On the other hand, personal development goals relate to the desire to enhance one's character and interpersonal skills. The aim is for the employee to become a better person overall and to prepare for the future.
“Personal and professional development is informal and forward-looking. It relates to our intrinsic need to improve and grow to succeed in our careers and lives.”
Individuals may seek to expand their capabilities, gain diverse experiences, or strengthen their commitment to personal values and beliefs. Developing steadfast values and harmonious interpersonal relationships are often subjective and personal aspirations that necessitate self-transformation. Evaluation of these goals is typically subjective and may be solely determined by the individual.
Regrettably, these personal goals are often the most significant as they lay the groundwork for one's identity and conduct. Despite their importance, they are frequently overlooked in performance assessments due to their subjective nature and difficulty in measurement. To assist team members in achieving these goals, one must serve as a coach or guide, aiding them in identifying their needs and mentoring them through the process of self-improvement to become better individuals.
Don't mix them
The reason to keep these separate is simple. Performance management is backward-looking and deals with rewards and punishments. This often prevents people from being open and receptive to feedback. They are in a threat mode and defense mode. They will argue for a promotion or more money and won't listen to what they need to improve.
Personal and professional development is informal and forward-looking. It relates to our intrinsic need to improve and grow to succeed in our careers and lives. It needs to happen regularly and can be a couple of minutes long and ad-hoc. Ideally, it should happen every day.
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Putting it all together
Both personal and professional development, as well as performance management, are important. The first two are important for individual employees, and the third is important for the teams and the organization. A well-designed, fair, and transparent performance management system will help with retention and creating high-performing teams with a great culture.
Next time you have your performance evaluation, or you talk with your boss or your team about the goals, make sure you discuss not just what needs to be done to fulfill your job duties but also what needs to be done for you to become better at your job, and ultimately, a better person.
What are your thoughts on the topic? Do you have regular conversation with your manager or your employees about all three areas? Which one is the most challenging? Which area do you ignore and why? Write your thoughts in the comments below.
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Originally posted on my blog about management, leadership, communication, coaching, introversion, software development, and career The Geeky Leader or follow me on Facebook and Twitter: @GeekyLeader
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