Aligning Goals to Outcomes

January 8, 2008

A watershed question on whether your organization has an effective evaluation system is this: Is it possible for a leader to not perform well and still receive a good evaluation? If the answer is yes, one of the main challenges is setting measurable objective goals. Below one of our experts offers some help.


Aligning Goals to Outcomes

– by Penelope Tucker

The most common questions we get from leaders are related to metrics and setting objective goals. Evaluations are top of mind as we enter a new year and create new goals. Leader accountability is the first thing we implement with any organization we coach. Why? If you first align the outcomes across your organization, you can then more simply align the behaviors. In Quint’s new book, Results That Last, he explains that if there is only one thing you can do aimed at taking your department or entire organization to the top, it should be to establish an objective evaluation system to hold leaders accountable.

So, how do you know what to measure in your organization, and how do those measures cascade and align to individual leader evaluations? Our partners now have the answer to this common question. Studer Group coaches this accountability methodology across the country, resulting in 38,615 leaders using our automated tool. Our national goal expert, Bill Bielenda, has created a full library of objective goals and metrics based on national standards and what we see measured in other organizations we coach. Organizations that have active coaching partnerships with Studer Group have full access to this library of resources. If your organization is not currently a partner, we have tools to help you in developing goals as well.

Studer Group has now maximized the ability to share successful leader goals and metrics, in addition to populating these into the Leader Evaluation ManagerSM software. If you want to closely track a particular goal or metric in your organization, I recommend placing that goal on one or more leader evaluations. And for those departments that need to move the most, I recommend assigning high weights to these goals. You will see the move in results when evaluations are tied to leader performance.

This is what we see in high performing organizations that have sustained results. With this level of objectivity, there are no surprises at the end of the year when you tie evaluations to results and further help your leaders prioritize.

I hope this will be helpful to you as you align evaluations to outcomes to drive sustainable results. Please contact me to access these resources or visit our website at www.studergroup.com.

Penelope Tucker
penelope.tucker@studergroup.com

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2 Responses to “Aligning Goals to Outcomes”

  1. Gwen Riney Says:

    Penelope walked me through creating my first LEM and further assisted me in helping others in our organization (new managers) create their’s as well. The advice is appreciated and the appropriate resources for goals and objectives helped prioritize my annual planning.

    I recommend contacting the Studer Group by e-mail or telephone to access these useful resources.
    Thank You!


  2. How can I access your metrics based on national standards for food and nutrition services departmental LEM goals?


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