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CONTENTS Acknowledgments Introduction: The SIMPLE Approach to Accountability Chapter 1. SET EXPECTATIONS Step 1. Determine what your organization wants to accomplish. Step 2. Determine what part of your organization?s success is your team?s responsibility. Step 3. Determine what part of your team?s results you will hold each individual accountable for. Step 4. Determine who should write your employees? goals. Step 5. Use SMART to define each employee?s responsibilities with goals that are Specific. Step 6. Use SMART to define each employee?s responsibilities with goals that are Measurable. Step 7. Use SMART to define each employee?s responsibilities with goals that are Action-oriented. Step 8. Use SMART to define each employee?s responsibilities with goals that are Realistic. Step 9. Use SMART to define each employee?s responsibilities with goals that are Time-bound. Checklist: Set Expectations Chapter 2. INVITE COMMITMENT Step 1. Be prepared to explain to your employee why their goals exist. Step 2. Be prepared to explain to your employee what is in it for them if they reach their goals successfully. Step 3. Get ready for your discussion about goals with your employees. Step 4. Present or discuss the goals with your employees. Step 5. Seek buy-in or commitment to the goals. Step 6. Document their agreement to meet their goals in a Performance Plan. Checklist: Invite Commitment Chapter 3. MEASURE RESULTS Step 1. Make sure the measurement tools you use are efficient. Step 2. Make sure the measurement tools you use are fair. Step 3. Make sure the measurement tools you use are simple. Step 4. Use and share the data as soon as it is available. Step 5. Implement the measurement tools and gather the data. Step 6. Compare the actual results you measured to the goals. Step 7. Identify the organization?s gain or loss due to your employees? actions. Checklist: Measure Results Chapter 4. PROVIDE FEEDBACK Step 1. Motivate yourself to offer feedback. Step 2. Determine when to deliver your feedback. Step 3. Set the stage for a positive interaction. Step 4. Be specific about what you observed. Step 5. Focus on the behavior or action, not the person or attitude. Step 6. Never use the word but. Step 7. Explain the impact to the organization. Step 8. Understand your employees? perspective. Step 9. Offer a suggestion if appropriate. Checklist: Provide Feedback Chapter 5. LINK TO CONSEQUENCES Step 1. Determine which consequence(s) should apply. Step 2. Remind your employee of his prior commitment. Step 3. Spell out what action you will take and why. Step 4. Own the action you are taking. Step 5. Agree on a specific action plan. Step 6. Set a follow-up date and stick to it. Step 7. Offer your support. Step 8. Document the discussion. EXAMPLE: Link to Consequences Discussion EXAMPLE: Link to Consequences Documentation Checklist: Link to Consequences Chapter 6. EVALUATE FOR EFFECTIVENESS Step 1. Hold yourself accountable for what you accomplished. Step 2. Hold yourself accountable for how you accomplished it. Index About the Author
Library of Congress Subject Headings for this publication:
Goal setting in personnel management.