Start of new academic session, performance appraisal, SMTs meet and many more things
happening all at once. This must be keeping you very busy. On top of it now a new
activity of Goal setting is initiated. All of that may be driving some of you even
crazy. Hope you will kindly bear with it. Soon the pressure will come down or you
get used to it. Through this newsletter I wish to share the genesis and purpose
of Goal setting exercise which you will appreciate.
Quite recently, MD sent me an interesting SMS 100 = 0
The denotation of the phrase, though mathematically incorrect, suggests that if
we are attempting to work on 100 tasks, then we are not doing anything. As is implied
we certainly will fail in every one of them. In general, individuals in leadership
roles often ponder on the truth that lies in the aforementioned assertion. How could
that possibly be true? My job description mentions that I am responsible for 100
things. If the statement bears any candour, then I should not be held accountable
for an umpteen number of tasks.
Nonetheless, the fact of the matter remains that all of us would, not only have
to accomplish all the 100 tasks, but also have to attain the best outcome. In order
to create that possibility, we have teams. We have to achieve the requisite through
the team. And we focus on 4-5 things that in turn will drive all the 100 tasks.
That brings me to the question of how to do that. I am often presented with experiences
like the following:
When I ask my team to complete certain tasks, many a time either the work is incomplete
or poorly executed. I would then, have to begin from scratch. I am fed up with this
inefficacy and decided that it would be better to finish the tasks myself. Clearly,
my team members are either not capable or not committed. What can I do? Consequently,
even if I am working for 12-15 hours a day, I am not able to complete my work in
its entirety and, therefore, my boss is displeased with the output. Such is the
experience of a majority in leadership roles.
"Behind an able man there are always other able men." Chinese proverb I believe
that it is not the issue of efficiency or commitment; but of communication and direction.
People work best when they know their purpose and have clarity and understanding
of how their work leads to the realization and implementation of the organizational
vision and mission. To bring that paradigm shift we have initiated a Goal Setting
exercise across the organization. This has enabled me now to identify and know the
corporate goals for 2013-14. They in turn translated into the goals and objectives
of my team members ~ now they have a greater sense of lucidity, coherence and clarity
of their roles and expectations than ever before.
To illustrate an example: The corporate goals are only 4 for which I am accountable
for and the goals of my team mates do not extend beyond 5-6. My job is now simple:
it involves a periodic review and extending support to my team towards achievement
and attainment of their goals. As a result, I am more confident and convinced of
accomplishing collective and individual goals more than ever before ~ and that is
because now, I am not doing 100.
It is now your turn to set your goals and help your team set their goals. For this
profound insightful SMS, 100=0, I would like to extend a big thank you to our MD.
All the best