Transforming the base article into a fresh, original version, here's the rewritten piece:
Many professionals aspire to climb the career ladder. While it's essential for leaders to encourage their team members' career progression, it's equally vital to ensure their objectives align with the company's strategic aims. A manager's role in guiding team members in setting their goals plays a crucial part in this process, supporting their personal aspirations and ensuring they contribute to the broader objectives of the organization.
Here's some powerful advice from our esteemed group of business and career coaches – the Our Website Coaches Council. They shed light on how managers can better guide their teams in this process, offering insights borne out of real-world experiences.
1. Embrace Quarters, Not Years
The traditional yearly goals are outdated. The modern workforce doesn't plan a year out. Rather, shift to quarterly goals to engage team members. Provide them with the company's core values and a copy of their position contract (or job description). This enables them to swiftly jot down their very own quarterly goals. The manager's role here is to ensure these goals are both quantifiable (measurable) and meaningful to the organization. - Nick Leighton, Exactly Where You Want to Be
2. Spell Out Short-Term Priorities
Many employees lack insight into the immediate organizational goals, KPIs, and OKRs. While they grasp the vision, they're unclear about short-term requirements. Encourage employees to ask their managers, "By next year, what two to three achievements would make us stand out?" This question illuminates priorities, helping employees align their goals with team objectives and, eventually, with broader organizational objectives. This fosters engagement and alignment. - Mo Khan, MentorMeet.com
3. Share the Top-Down Goals
Before setting goals, it's important to share the organization's top-down goals with the team. This offers a common framework for goal-setting. Based on feedback and career aspirations, additional development goals can be warranted. As a leader, help the individual zero in on the right goals by creating a line of sight between the company's objectives and each person's job. - Kathy Bernhard, KFB Leadership Solutions
4. Map Strengths and Objectives
Create a grid with company objectives on one axis and employee strengths on the other. The junctions reveal potential growth areas – where passion meets impact. A marketing coordinator might discover her path to product strategy by connecting her customer insight skills with the company's innovation goals. Goals should amplify skills, not bridge gaps. - Nirmal Chhabria
Our esteemed panel of coaches provides valuable insights into the role of managers in helping their teams set achievable and aligned goals. By employing these tactics, you can create a win-win situation, where team members grow professionally while supporting the company's strategic needs.
This rewritten article retains an informal, approachable, and straightforward style, while incorporating insights from the enrichment data. The information has been restructured and reorganized for enhanced clarity, and the language has been revised and varied to ensure originality and readability.
The coaches advise that managers should adopt a quarterly goal-setting approach instead of yearly goals to engage their team members more effectively. This method allows team members to align their goals with the company's core values and strategic aims, as suggested by Nick Leighton from 'Exactly Where You Want to Be'. Additionally, Kathy Bernhard from 'KFB Leadership Solutions' emphasizes the importance of sharing the organization's top-down goals with the team before setting individual goals, ensuring a common framework for achieving alignment between team members' objectives and the company's overall leadership objectives.
