{"id":10622,"date":"2022-11-18T19:49:27","date_gmt":"2022-11-18T19:49:27","guid":{"rendered":"https:\/\/managementcen1.wpengine.com\/?page_id=10622"},"modified":"2024-08-16T21:56:38","modified_gmt":"2024-08-16T21:56:38","slug":"roles-goals","status":"publish","type":"page","link":"https:\/\/www.managementcenter.org\/roles-goals\/","title":{"rendered":"Roles & Goals"},"content":{"rendered":"\n
In this section, you\u2019ll find tools for creating meaningful job roles and setting clear goals, which will help you tap into the full potential of your team to get excellent results.<\/h6>\n\n\n
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Where to Start<\/h2>\n \n \n
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Role Expectations Template<\/a><\/h4>\n\n
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It’s often helpful to create a one-page description of a staff member’s role that considers not only what the staff member should do, but also how they should approach their work. This resource contains a template and two sample role expectation sheets.<\/p>\n <\/div>\n <\/i>6 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n\n \n

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7 Tips For Getting Started With Goal-Setting<\/a><\/h4>\n\n
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Goals are the driving force behind results, but goal-setting can feel laborious and unwieldy. Whether you\u2019re working on goals at the organizational, team, or individual level, follow these tips to get past the pain points and ease the process.<\/p>\n <\/div>\n <\/i>5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n\n \n

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SMARTIE Goals Worksheet<\/a><\/h4>\n\n
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Goals are a concrete way to drive results, but without an explicit equity and inclusion component, goals won\u2019t produce better outcomes for marginalized communities, address disparities, or create belonging. Introducing SMARTIE goals! <\/p>\n <\/div>\n <\/i>3 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n\n \n <\/div>\n<\/div>\n\n\n\n

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Additional Resources<\/h3>\n\n\n
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SMARTIE Goals: How to Drive Equity, Inclusion, Results<\/a><\/h4>\n\n
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When you\u2019re moving from equity-neutral goals to goals with equity and inclusion considerations baked in, practice these tips to stay on track.<\/p>\n <\/div>\n <\/i>2.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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SMARTIE Goals Worksheet<\/a><\/h4>\n\n
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Goals are a concrete way to drive results, but without an explicit equity and inclusion component, goals won\u2019t produce better outcomes for marginalized communities, address disparities, or create belonging. Introducing SMARTIE goals! <\/p>\n <\/div>\n <\/i>3 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Setting Expectations for How Staff Approach Their Work<\/a><\/h4>\n\n
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Communicating expectations about how staff approach their work is a big part of performance management. Here’s how to get clear about the “how.”<\/p>\n <\/div>\n <\/i>5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Role Expectations Template<\/a><\/h4>\n\n
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It’s often helpful to create a one-page description of a staff member’s role that considers not only what the staff member should do, but also how they should approach their work. This resource contains a template and two sample role expectation sheets.<\/p>\n <\/div>\n <\/i>6 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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7 Tips For Getting Started With Goal-Setting<\/a><\/h4>\n\n
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Goals are the driving force behind results, but goal-setting can feel laborious and unwieldy. Whether you\u2019re working on goals at the organizational, team, or individual level, follow these tips to get past the pain points and ease the process.<\/p>\n <\/div>\n <\/i>5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Goals Bank<\/a><\/h4>\n\n
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Need inspiration for goal-setting? Check out our goals bank of sample SMARTIE goals for common areas in the progressive and education equity sectors.<\/p>\n <\/div>\n <\/i>6 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Goal-Setting Worksheet<\/a><\/h4>\n\n
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Use the Goal-Setting Worksheet to draft team or individual goals. This tool contains questions for self-reflection or discussion with your manager as you work on goal-setting.<\/p>\n <\/div>\n <\/i>1.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Goal-Setting FAQs<\/a><\/h4>\n\n
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Check out these frequently asked questions about setting and using goals.<\/p>\n <\/div>\n <\/i>4 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Red Light\/Green Light Goal Tracking Tool<\/a><\/h4>\n\n
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The Red Light\/Green Light Goal Tracking Tool is for tracking progress toward goals. This resource contains samples of goals at the organizational, team, and individual levels.<\/p>\n <\/div>\n <\/i>10 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Setting Goals in Chaos and Uncertainty<\/a><\/h4>\n\n
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When there is a lot going on in the world, your organization, or your personal life (or all three!), goal-setting can feel like an insurmountable task. The good news is that goal-setting doesn\u2019t have to add to the chaos; it can help you move through it. <\/p>\n <\/div>\n <\/i>3 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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How to Prioritize Work: A Step-by-Step Guide<\/a><\/h4>\n\n
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Use this practical guide to prioritize your highest-impact work. Learn the \u201cbig rocks\u201d method, weigh urgency and importance, craft a to-do list, and stay on top of your tasks.<\/p>\n <\/div>\n <\/i>8 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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How to Reprioritize Work<\/a><\/h4>\n\n
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Use this step-by-step guide to reprioritize and respond effectively to change, especially in times of crisis or uncertainty. Learn to use our Impact-Doability Matrix, make decisions, communicate well, and avoid common pitfalls.<\/p>\n <\/div>\n <\/i>9 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Re-Division of Labor Worksheet<\/a><\/h4>\n\n
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This worksheet can help managers adjust roles and restructure the work after layoffs, permanent vacancies, or downsizing.<\/p>\n <\/div>\n <\/i>1 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Managing Uncertainty: A Guide to Scenario Planning<\/a><\/h4>\n\n
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Scenario planning doesn\u2019t have to be complicated. This guide to scenario planning will help you get started. Includes a template.<\/p>\n <\/div>\n <\/i>7 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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5-Step Scenario Planning Tool<\/a><\/h4>\n\n
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This worksheet helps you get started with scenario planning. Turn uncertainty into readiness by thinking through possibilities, impacts, and action steps.<\/p>\n <\/div>\n <\/i>6 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Sample Email to Kick Off Goal-Setting<\/a><\/h4>\n\n
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Here\u2019s a sample email that you can use to explain what you\u2019ll be doing and why, and how you\u2019ll use the goals once they\u2019re created. <\/p>\n <\/div>\n <\/i>1.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Sample Organizational Goal Development Steps<\/a><\/h4>\n\n
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These sample goal development steps can serve as a guide to help you develop your organization\u2019s own goal-setting process.<\/p>\n <\/div>\n <\/i>3 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Sample Organizational Goals<\/a><\/h4>\n\n
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What will your organization achieve this year, and how will you judge success? Here\u2019s a sample of how to structure clear, measurable organizational goals.<\/p>\n <\/div>\n <\/i>2 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Goals Stepback Worksheet<\/a><\/h4>\n\n
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Once you\u2019ve set goals, make sure to regularly check in on progress. Use the Goals Stepback Worksheet to track progress and share updates about your team or individual goals on a regular basis.<\/p>\n <\/div>\n <\/i>1.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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30\/60\/90 Day Goal-Setting Template<\/a><\/h4>\n\n
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Use this resource to set short-term goals and identify essential activities for the first three months.<\/p>\n <\/div>\n <\/i>2 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Division of Labor Samples<\/a><\/h4>\n\n
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A division of labor helps two or more people clarify which responsibilities each person holds. Here we share two samples.<\/p>\n <\/div>\n <\/i>3 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Sample CTO Goals & Metrics<\/a><\/h4>\n\n
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These sample talent-related goals can help you identify and set your own for the Chief Talent Officer (CTO) role.<\/p>\n <\/div>\n <\/i>2 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Common Choice Points<\/a><\/h4>\n\n
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Here is a list of some of the most common choice points, or key decision-making opportunities,\u00a0managers face that may have equity and inclusion impacts.<\/p>\n <\/div>\n <\/i>3.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Metas SMARTIE: como avanzar la equidad, inclusi\u00f3n y resultados<\/a><\/h4>\n\n
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Cuando pase de los objetivos neutrales a los objetivos con consideraciones de equidad e inclusi\u00f3n, ponga en pr\u00e1ctica estos consejos para no perder el rumbo.<\/p>\n <\/div>\n <\/i>3 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Hoja de trabajo de los objetivos SMARTIE<\/a><\/h4>\n\n
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Los objetivos son una forma concreta de impulsar los resultados, pero sin un componente expl\u00edcito de equidad e inclusi\u00f3n, los objetivos no producir\u00e1n mejores resultados para las comunidades marginadas, ni abordar\u00e1n las disparidades, ni crear\u00e1n pertenencia.<\/p>\n <\/div>\n <\/i>3 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Plantilla para expectativas de la funci\u00f3n<\/a><\/h4>\n\n
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A menudo resulta \u00fatil crear una descripci\u00f3n de una p\u00e1gina del rol de un miembro del personal que tenga en cuenta no s\u00f3lo lo que debe hacer, sino tambi\u00e9n c\u00f3mo debe acercarse a su trabajo. Este recurso contiene una plantilla y dos ejemplos de hojas de expectativas de roles.<\/p>\n <\/div>\n <\/i>6.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n <\/div>\n