Team Building and Workable Goals

Workable goals for team building and leadership

Every team I work whether it is team building, leadership development, organization development and 1 on 1 coaching, we establish workable goals.

Outside of the standard QQTR goal being a what-by-when:

  • Quality – how good the ‘what’ must be?
  • Quantity – how much of the good stuff is needed?
  • Time Frame – by when?
  • Resources – what do you have? what do you need? can the work be accomplished with these resources?

A team must develop workable goals that will create a shared commitment to the work and each other.

Teams are often not sure what their workable goals should be.

As a team building consultant / facilitator it helps to frame the general characteristics. They are(1):

  • small rather than large;
  • noticeable and important to the people on the team and the team as a whole;
  • described in specific, concrete work (task) and behavioral terms;
  • achievable within the practical context of the teams time and work-days;
  • perceived by the people on the team and the team as a whole as involving their “hard work”;
  • described as “the start of something” and not as “the end of something”;
  • treated as involving new work task(s) and behavior(s) rather than the absence or stopping of existing work task(s) and behavior(s).

The goals are concrete examples of what will be happening in real-time, what will the peoples’ and teams’ work, interactions and lives be like when the complaint (problem) is absent.

If the above conditions can be focused and co-created with the team, then you have some workable goals.


What do you think?

How would you describe a workable goal for your team?

Team Building Leadership Innovation expert Michael Cardus

michael cardus is create-learning

Referenced 1 – ‘Putting Difference to Work’ . Steve de Shazer page 112

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