How to Set Annual Goals (Part 3 of 3)

Great story. I could almost imagine

Great story. I could almost imagine what was going through John's mind as Mark related the story. I could see me saying or thinking many of the same thoughts or being just as confounded. I think John's honesty as much as any other attribute helped him - his willingness to admit "I don't know." It made me think of how often in the past have I may not shared a struggle because of my pride. As a result I was less effective.

Sharing such a story is not your norm and some may prefer your podcasts that focus more specifically on what actions we need to take ot be more effective. As Drucker is quoted as saying, "Follow effective action with quiet reflection. From the quiet reflection will come even more effective action." I am definitely reflecting as a result of this story well told.

Definitely an inspiring management

Definitely an inspiring management story.

Guys I enjoyed this change of pace.

Guys

I enjoyed this change of pace. The story fits well with the cast and definitely deserved the prominence of its own section. I loved the response "that's easy!" If only, when considering ways to measure performance, it was always thus!

Truth be told we do often know what our teams do that contibutes to their success (whether it looks measureable or not). I think we should understand that this is the type of call and decision a manager must make.

Great story thanks!

I loved seeing a practical example of

I loved seeing a practical example of good goal-setting. John (with a little help from Mark) was truly a gifted manager in that he "got it" so quickly. [Side note: Nice job of coaching, Mark! Lots of probing questions, not a lot of "do this". One hallmark of a good teacher is that you can't always tell the difference between a lesson is being given and conversation between friends.]

I'd like to see more of these anecdotal case studies. It might help those who have trouble translating the normal 'casts into actions that reflect their specific situations.

Mark, Mike, I am half way through

Mark, Mike,

I am half way through this last cast. And I can already it is one of the best ... A collector !

The story at the end makes me think about the Lencioni books. Except I prefer your way : you put the important first, and then illustrate with a story.

Less "commercial"? Maybe. More efficient? Surely.

Thank you again.

Cédric.

Continue the stories! I think it makes

Continue the stories! I think it makes it easier to remember the concepts and tools--the power of a metaphor cannot be overstated.

Hi There - I really enjoy the

Hi There -

I really enjoy the messages you guys are sending out into the world. More managers would do well to follow much of your advice.

One question though - can I smile all day long and still be a bad security guard? What I'm driving at is how do I know I'm choosing the right proxies to measure performance? This is a constant struggle I have with my managers - where they write measurable goals based on proxies that at the end of the day don't help our company improve performance. Any thoughts?

Thanks!
Melissa

I loved this story, I work in an

I loved this story, I work in an organisation that is getting to grips with metrics and sometimes not quite measuring the right things the right way - I love the challenge of measuring what matters without intefering too much with the action itself nor creating too much extra work.

Measurement done well is a real enabler, not a distraction - but measurement done badly can be a real pain and be counter-productive.

Great story. Thanks.

In part 3 of the goal setting series,

In part 3 of the goal setting series, when telling the story of the security guard supervisor, you made a comment..."I love this guy, he screens his own guys and doesn't let HR do it. He's good." So what did you mean? And yes, I am a human resources professional who is often asked to screen candidates. Thank you.