Saturday, November 8, 2008

Goals and Roles within your team

We have talked about setting a vision over the last few posts, today I want to move on to what do we do with this vision. You may recall I suggested that its a good practice to write your vision out so it's straight forward and succinct.

Given you have the vision for your team what's the next step?

Next we need to define the roles each team member plays within our team, some members will naturally fall into various roles - some productive and some not so productive.
Roles relate to the position or major task and often different roles maybe allocated to the same person. Don't be afraid to recognise some roles that are not strictly job related, such as the person who is the organiser, the person who explores their environment looking at the way things are done and so on.

There is a great chance that as the leader for this team you will have several roles, you need to ensure you recognise these. Perhaps in addition to leading the team you also have to ensure the invoices and receipts are done. Another of your roles is to maintain and promote morale within the group.

Now you have defined all the roles each member in your team plays you can start to look at assigning goals to each role so that the team can move in line with the vision.

Take care with people who have multi-faceted roles to not over-burden them with to many corresponding sets of goals. Aim for the main points. If you can get each role within your team aligned towards your vision you will have a great team result.

Set goals for yourself and your team members, it is OK to openly relate your goals to your team members as this way they will feel that they are aiding in the accomplishment of these higher order goals.

Some goals will be personal whilst other will apply to the team, it tends to be best to concentrate on the team goals and only have 1-2 individual goals. If the team feel they are all pulling together then they will respond in a more cohesive way.

Now we have taken our vision and extrapolated it out to a set of goals for each team member and all the business roles your team needs to support. Take stock and look at what the cost is for each member to fulfill their goals, take a moment to have a sanity check on:

  • time it will take - particularly the individual goals,
  • effort on their behalf - is this within their capabilities,
  • productivity effects when you ask members to concentrate on a goal, and
  • how will it affect the team morale when viewed by the other members going about their efforts towards their goals.

Goals and roles are a critical area for us to consider as we move to better align our team towards achieving the vision.

Have you been through this process with your team, its a lot harder than it sounds, but definitely worthwhile, maybe you have some tricks and tips to share?

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