{"id":10539,"date":"2022-11-17T23:41:10","date_gmt":"2022-11-17T23:41:10","guid":{"rendered":"https:\/\/managementcen1.wpengine.com\/?page_id=10539"},"modified":"2024-10-24T16:44:39","modified_gmt":"2024-10-24T16:44:39","slug":"sample-coaching-engagement-goals","status":"publish","type":"page","link":"https:\/\/www.managementcenter.org\/coaching\/sample-coaching-engagement-goals\/","title":{"rendered":"Sample Coaching Engagement Goals\ufffc"},"content":{"rendered":"\n<figure class=\"wp-block-table\"><table><tbody><tr><td class=\"has-text-align-left\" data-align=\"left\"><strong>Objective<\/strong><\/td><td><strong>Outcomes by End of Engagement<\/strong><\/td><td><strong>How We\u2019ll Get There<\/strong><\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\"><strong>Implement new management practices to promote both ownership and collaboration<\/strong><\/td><td>I can point to examples of at least 3 new tools or practices that are being consistently used to improve how our team operates.<br><br>100% of staff rate \u201cAgree\u201d or \u201cStrongly Agree\u201d to the statements below in an anonymous survey (with no gaps by race, ethnicity, gender identity, or seniority):<br><br>&#8211; Our organization has clear and meaningful goals.<br><br>&#8211; I have clear individual goals that define what success looks like for me.<br><br>&#8211; I have the support, feedback, and guidance I need to be successful in my role.<\/td><td>Develop organizational <a href=\"https:\/\/www.managementcenter.org\/resources\/sample-organizational-goals\/\">SMARTIE goals<\/a> for the year.<br><br>Align on clear <a href=\"https:\/\/www.managementcenter.org\/resources\/role-expectations\/\">role expectations<\/a> for everyone on the team.<br><br>Implement regular <a href=\"https:\/\/www.managementcenter.org\/resources\/check-meetings-sample-agenda\/\">1:1 check-ins<\/a> between all staff members and their managers.<br><br><a href=\"https:\/\/www.managementcenter.org\/article\/how-to-develop-and-use-core-values\/\">Develop core values<\/a> with my team, to clarify how we will communicate and work together.<br><br>Track how the tools above are being used and experienced to ensure they\u2019re used equitably and benefit staff and other stakeholders with marginalized identities.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\"><strong>Build skills and confidence as a manager<\/strong><\/td><td>I am more clear and confident about my role as director. I am able to point to examples of things I used to do that I no longer need to do because I have delegated effectively.&nbsp;<br><br>I am clear about my priorities at any given time and have implemented new time management practices to stay focused on them.&nbsp;<\/td><td>Build strong delegation and time management practices so that I am \u201cguiding more and doing less.\u201d<br><br>Clarify my <a href=\"https:\/\/www.managementcenter.org\/resources\/how-to-manage-time-systems-effectively\/\">Big Rocks<\/a> and develop practices to stay focused on the most important work.&nbsp;<br><br>Get clear on what work is within my <a href=\"https:\/\/www.managementcenter.org\/resources\/delegate\/\">comparative advantage<\/a> and make a plan to delegate or defer the rest.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Interested in TMC coaching? Learn more and submit a <a href=\"https:\/\/www.managementcenter.org\/coaching\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Coaching<\/strong> <strong>Inquiry Form<\/strong><\/a> today.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Objective Outcomes by End of Engagement How We\u2019ll Get There Implement new management practices to promote both ownership and collaboration I can point to examples of at least 3 new tools or practices that are being consistently used to improve how our team operates. 100% of staff rate \u201cAgree\u201d or \u201cStrongly Agree\u201d to the statements &hellip; <a href=\"https:\/\/www.managementcenter.org\/coaching\/sample-coaching-engagement-goals\/\">Continued<\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"parent":9861,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"class_list":["post-10539","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Sample Coaching Engagement Goals\ufffc - The Management Center<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.managementcenter.org\/coaching\/sample-coaching-engagement-goals\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Sample Coaching Engagement Goals\ufffc - The Management Center\" \/>\n<meta property=\"og:description\" content=\"Objective Outcomes by End of Engagement How We\u2019ll Get There Implement new management practices to promote both ownership and collaboration I can point to examples of at least 3 new tools or practices that are being consistently used to improve how our team operates. 100% of staff rate \u201cAgree\u201d or \u201cStrongly Agree\u201d to the statements &hellip; 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