We know what has to be done. But do we always know the reason
why? And most importantly, do we reflect on the ideal which would be
thus served? These reflections may constitute a preliminary
stage, for the manager, before defining the team's goal.
It means asking what is the team's essential vocation, its reasons for being and for continuing on.
Involving the team vs monopolizing the thought process
How do we translate the company's orientation into a team objective? Where do we want to get to?
The team members are the ones best positioned to respond to this question.
So you could:
- Have your co-workers work together to produce ideas for objectives which will serve as a starting point
- Or co-create the objective on the basis of a guiding idea.
The goal: have the team take the lead and offer support, play the role of facilitator.
Define together the indicators of success and how they will be tracked
Deciding that we want to do "better" is not enough: What does "better" mean? How would we know that we have reached "better"?
=> Define, together with the team, metrics to track results: indicators that are genuinely useful and that everyone can follow.
What remains is to determine how often and in what way progress toward the objective will be.