As we wrap up 2024, there’s no better time to reflect on team performance and set the stage for an extraordinary 2025. According to Gallup’s latest workplace research, only 32% of employees feel engaged at work – but teams with clear, collaborative goals are three times more likely to report high engagement. 

Let’s change how you approach goal-setting with your team.

Step 1: Create Psychological Safety First

Before diving into goals, establish an environment where team members feel safe to share ideas and take risks. Google’s Project Aristotle found that psychological safety was the number one predictor of high-performing teams. Start by hosting a “learning from failure” session where you, as the leader, share a professional setback and what you learned. This vulnerability creates space for honest dialogue about aspirations and concerns.

Step 2: Conduct a Reality Check

Take stock of where your team stands today. Use the “Start, Stop, Continue” framework in your next team meeting (click HERE to learn how to conduct one). Ask everyone to reflect on what initiatives should begin, what’s not serving the team’s mission, and what’s working well. McKinsey research shows that teams who begin goal-setting with a clear assessment of current state are 55% more likely to achieve their targets.

Step 3: Align with Organizational Purpose

Connect team goals to your company’s broader mission. When employees understand how their work contributes to organizational success, motivation soars. The Corporate Executive Board found that employees who understand their role in corporate objectives demonstrate 27% higher productivity. Create a visual map showing how team goals ladder up to company priorities. Click HERE for a free template from Mural.co.

Step 4: Use the SMART+ Framework

While you’re likely familiar with SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound), add two crucial elements: Stretching and Shared. Research from the Harvard Business Review indicates that goals should push teams beyond their comfort zone while fostering collaboration. Instead of “increase customer satisfaction,” try “achieve a 92% customer satisfaction score by Q2 2025 through cross-functional process improvements.”

Step 5: Build Your Goal Architecture

Think of goals like a building – you need a strong foundation and supporting structures. For each major goal, identify the following:

• Foundation metrics: What numbers will you track?
• Supporting habits: What daily or weekly behaviors enable success?
• Systems needed: What processes or tools must be in place?
• Resource requirements: What support does the team need?

The Project Management Institute reports that teams with this level of goal infrastructure are 76% more likely to achieve their targets.

Step 6: Create Accountability Through Visibility

Implement a goal-tracking system that promotes transparency and regular check-ins. Tools like Monday.com or Asana can help, but even a shared spreadsheet works. According to research in the American Psychological Association, teams that review progress weekly are 24% more likely to achieve their goals than those who check in monthly.

Schedule bi-weekly “goal retrospectives” where team members share:

• Progress made
• Obstacles encountered
• Support needed
• Lessons learned

Step 7: Celebrate Progress

Don’t wait until the finish line to acknowledge achievements. Research from the Progress Principle shows that marking small wins significantly boosts motivation and creativity. Create a ritual for celebrating milestones – perhaps a virtual achievement wall or starting team meetings with wins.

Looking Ahead

As you implement these steps, remember that goal-setting is an iterative process. The most successful teams revisit and refine their goals quarterly. Consider using tools like the OKR (Objectives and Key Results) framework, popularized by Google and Intel, to maintain focus and alignment.

Want to dive deeper? Here are some excellent resources:

– “Measure What Matters” by John Doerr for mastering OKRs

– The Goal-Setting Module in LinkedIn Learning’s Leadership Foundations course

– Atlassian’s Team Playbook (free online) for collaborative goal-setting exercises

Remember, effective goal-setting isn’t just about hitting targets – it’s about growing stronger as a team. As management expert Peter Drucker said, “What gets measured gets managed, and what gets managed gets improved.”

Start implementing these steps now, and you’ll be amazed at what your team can achieve in 2025. The key is to begin with psychological safety, maintain clear visibility, and celebrate progress along the way.

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