Yes, Team Goals Are Real Work Too

In many organizations, the first quarter means leaders and team members will spend hours discussing performance — how things went last year and what goals to focus on for this year.

Then everyone will go on their merry way and not talk about goals again until first quarter of next year. Is your organization like that?

Goals are meant to be active — so that you are consistently working to achieve them and updating your status on a regular basis. But most people get so busy with “real” work that they forget to keep track of how they are doing on their goals.

Hint: Goals are real work. :-)

Then at the beginning of next year, everyone tries to capture a year’s worth of status so they can do a performance review. What a mess.

So I was thrilled when I learned about a tool that would help you track your goals so you don’t have to go through the annual agony of trying to remember everything.

The tool is called Goals On Track and it’s a web-based tool that will help you get organized and stay on track with your goals. Pretty cool, huh?

Take a look and see if it’s something that might help you.You can find all the info here.

How To Encourage Cross Training On Your Team

New to an agency with little turn-over. Most have been there for three years or longer performing only one task. I’ve started trying to have people learn responsibilities of others in case an individual who performs a task no one else does is not at work. I’ve guaranteed that learning another’s responsibilities did not warrant them to perform those tasks unless an individual who generally performed that task did not come in to work. I’ve met some resistance from 4 of 15 individuals. They want to be reimbursed for the additional responsibility if they are to perform the task, whether or not the responsible individual does not report to work. The majority of the individuals accepted my idea and are trying to help me in motivating the resisting individuals. I’ve planned to move forward, but continue to encourage the ones resisting to participate; I’ve explained the benefits for the individual and the department. How do I negotiate if the four individuals choose not to learn?

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