Note to self: It's time to work on 2020 team goals.
Setting goals is as critical to business success as caffeine. Cascading goals are a structure of goals (and accountability) that links all levels of an organization. Setting goals that aren't necessarily related to each other can be effective, but lacks the clear line of sight between employee effort and business results. That approach also lack the elegance of a cascading goal structure. Elegance in a corporate setting, you ask? Yep, I'm standing by that description.
We LOVE survey results, don't we? How many people are buying online vs. in stores? What is the most popular model of car? Brand of pasta? Surveys are an easy way to find out what people think about pretty much any subject. But if we're not careful, they're also misleading.
Determining KPIs for your organization (department, team, employees) is as much art as it is math. That's because all your calculations and planning won't get you anywhere if your employees aren't motivated by the KPIs (what you measure) or your goals (how much progress you want). Keep your KPIs and goals fresh if you want to keep people engaged in your goals.
What would it take for you to become a better home cook? A better film maker? A better parent? The path to "better" can seem unmeasurable and for that reason, really daunting to lots of us. What if you had a really simple tool for improvement that used fake measurement? And hey, what if it was fun?
"I'm told that because leadership is a "soft" skill (whatever that means) it's impossible to measure. Well yes, if what you measure is a vague term that encompasses a LOT of different skills, it's difficult. Try to measure "nice" and see what that gets you. But "nice" looks like smiling and it looks like laughing and it looks like asking about your day. And the outcomes of those could include feeling good, or feeling happy. There's some observable behaviors AND some measurable outcomes right there. So what if we measure the outcomes of leadership? Yeah, that's the ticket.