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Most of the unsuccessful team don’t have clear objective for them and while talking about objectives I am keeping aside “increase in sales” or “increase in profit”.That is the overall objective and cannot be the only one for a particular team. A managers’ job is to provide the required guidance and ‘supportive autonomy’ to the team so that the team gets enough room they need to succeed on their own. We all should know if our team fails then as a manager we also fail and the responsibility is equally shared same as the success. But being too much involved will prevent the team from creativity.

Initially, goal-setting has to be very specific and detail but it should be aligned with the broader organizational objective. No matter what level the employee is at, he should be able to articulate exactly how his efforts feed into the broader company strategy. Once I was told a story of NASA regarding their first mission on the moon where a journalist during a press conference went to use the washroom where he met a cleaner doing his job and from curiosity, he asked him what he was doing and the cleaner replied: “we are trying to send a man to the moon”. He understood how his job in keeping the washrooms clean is related to the well-being of every person who used it and also how that is connected to the overall organization’s objective.

Once a goal is set, ask your team to explain how they plan to meet it. This is where freedom is required as I mentioned earlier for the creative solutions from the individuals. Have them break goals down into tasks and set interim objectives. Set some milestones and a timeline to achieve those. Ask them to consider the probable risk in achieving those objectives. Then problem-solve with them on how to overcome those to get the job done.

A winning team needs motivation and what can be a better one then personal achievements. Some managers neglect to think about what an employee is personally trying to accomplish in the context of work. The first step is to understand what these goals are. Ask the team individually if they have any personal goals they want to share with you. Just as with work goals, you need to be sure personal goals contribute to your team, unit, or to the company if there is any opportunity. This will create a winning situation for both.

Staying on top of team progress will help a manager head-off any troubles early on. Don’t wait for review time or the end of a project to check-in. Review both long-term and short-term goals on a weekly basis. Even your high-performing employees need ongoing feedback and coaching. A team becomes successful in different ways even if they fail to deliver in some cases, the major consideration, in that case, should be how they are learning from their mistakes and planning for their next objectives. The level of motivation they have and willingness to accept the mistakes individual made and share it with others.

Written By:

Ahmed Shoyeb Iqbal 

General Manager

Brand, Communication & E-Commerce

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