GOAL SETTING Facilitation Instructions - Susan Fowler Drea Zigarmi Ken Blanchard
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G OA L S E TTIN G
Fa ci l i t ation Ins tructions
Susan Fowler
Drea Zigarmi
Ken BlanchardGOAL SETTING
Facilitation INSTRUCTIONS
Authors Product Developer Production Artists Project Manager Brand Manager
Susan Fowler Kim King Kara Meredith Kim King Victoria Cutler
Drea Zigarmi Kim King
Ken Blanchard Art Director Vanessa Gagos Proofreaders
Beverly Haney Carey Nash
Linda Hulst
D’Andra La Pierre
Ken Blanchard first developed Situational Leadership with Paul Hersey in the late 1960s. In 1985, Blanchard
®
and the Founding Associates of The Ken Blanchard Companies —Marjorie Blanchard, Don Carew, Eunice
®
Parisi-Carew, Fred Finch, Laurence Hawkins, Drea Zigarmi, and Patricia Zigarmi—created a new generation of
the theory called Situational Leadership II. The leadership model used in this product is based on the Founding
®
Associates’ second generation thinking and research, and is used with their permission.
Situational Leadership is a registered trademark of Leadership Studies, Inc.
®
© Copyright 2012 by The Ken Blanchard Companies. All rights reserved. Do not duplicate.
These materials have been designed to develop specific knowledge and skills and have been thoroughly
tested to ensure their effectiveness. They represent the proprietary intellectual property of The Ken Blanchard
Companies and are protected under international copyright law. These materials may not be reproduced in
®
whole or in part in any form without the prior written permission of The Ken Blanchard Companies.
Environmental Statement
The Ken Blanchard Companies strives to conserve natural resources by minimizing
consumption of resources and energy, reducing emissions, and increasing awareness
so that future generations will inherit a healthy, sustainable planet.
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www.kenblanchard.com
Item # 18014 V033012GOAL SETTING FACILITATION INSTRUCTIONS
Table of Contents
Preface.............................................................................................................. v
Preparation
Training Preparation . ........................................................................................1
Goal Setting Materials.......................................................................................2
Tools for Success................................................................................................3
Goal Setting Training Design..............................................................................5
Goal Setting Visual Aids Overview.....................................................................9
Goal Setting PowerPoint Slides.......................................................................10
®
Goal Setting Flip Charts...................................................................................16
Activities
Activity 1: Session Lead-In.................................................................................1
Activity 2: Welcome and Introductions..............................................................3
Activity 3: Obstacles and Benefits......................................................................5
Activity 4: Learning Objectives..........................................................................9
Activity 5: KRA, Goal, and Task Statement Sort—Part 1..................................13
Activity 6: KRA, Goal, and Task Statement Sort—Part 2..................................17
Activity 7: Maria Hernandez Case Study..........................................................21
Activity 8: SMART Goals.................................................................................29
Activity 9: In Your Own Words........................................................................45
Activity 10: SMART Goal Skill Practice.............................................................47
Activity 11: Action Planning.............................................................................53
Activity 12: Closing..........................................................................................55
© 2012 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 18014 • V033012 iiiGOAL SETTING FACILITATION INSTRUCTIONS
Preface
As a facilitator of this half-day session, your role is two-fold. Clearly, you are tasked to
improve the goal setting competence of managers and self-leaders. But, perhaps even
more importantly, your job includes building their commitment to goal setting.
Think about this: Goal setting unleashes the hope of opportunity and the power of
action. So, why is it that the people in your organization aren’t more excited about
setting goals? In this workshop, participants are asked to consider the obstacles to
goal setting—and there are many—not the least of which is that most people do not
know how to set meaningful, effective goals. You will also ask participants to consider
the benefits of goal setting—and there are many. When you teach participants the
skill of goal setting, you go a long way to helping them embrace the practice, but the
way you teach the skill is what will help participants recognize and appreciate how the
benefits of goal setting outweigh the obstacles.
A few insights we hope are helpful …
• Realize that goal setting is an iterative process—not an exact science. When the
process is followed, more positive outcomes will result. In this workshop, the process
includes writing a goal statement and validating it using the SMART criteria.
• SMART goals have been around for a long time. There’s a good chance your
organization uses the acronym. Note that we have changed the standard elements:
The S is Specific and measurable; the M stands for Motivating. This new take on
SMART allows you to use your version of SMART and enhance it with the latest
research regarding motivation and goal setting. Setting goals that can sustain
motivation over time is one of the most critical new developments for improving
goal achievement, productivity, and performance. Study the work done by Edward
Deci and Richard Ryan for a deeper understanding and appreciation for the role
motivation plays in goal setting.
• Set goals. Be a goal setter. Understand the mechanics of goal setting. Embrace the
process for yourself. Teach from first-hand knowledge.
© 2012 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 18014 • V033012 vFACILITATION INSTRUCTIONS GOAL SETTING
Preface
• Use the examples we have provided in the facilitator instructions and PowerPoint®
to teach the goal setting process. Using metaphors for learning is the best way to
learn a process—it focuses participants on the process itself, rather than getting
hung up or stuck on the content of the case study or example. The shift from
learning through metaphors to application in reality takes place during the lab
where participants practice the process and are asked to write their own goal
statements. Here it could prove helpful to prepare prototypical goal examples that
are relevant to them and their organization.
• This half-day session can be built into a full day where participants take the time to
write the goals for their performance review plans.
If you think teaching goal setting might be boring, grueling, and/or painful—you need
to trust us. Teaching people how to capture their dreams and craft them into reality is
stimulating and rewarding. When you teach leaders how to do that with their direct
reports, you are beginning to create a legacy of motivated and productive employees.
It doesn’t get much better than that!
Susan Fowler
Drea Zigarmi
Ken Blanchard
vi © 2012 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 18014 • V033012GOAL SETTING FACILITATION INSTRUCTIONS
Goal Setting Training Design
Activity Title Minutes Schedule
1 Session Lead-In 15
2 Welcome and Introductions 5
3 Obstacles and Benefits 10
4 Learning Objectives 5
5 KRA, Goal, and Task Statement Sort—Part 1 20
6 KRA, Goal, and Task Statement Sort—Part 2 15
7 Maria Hernandez Case Study 20
Break 10
8 SMART Goals 60
9 In Your Own Words 10
Break 10
10 SMART Goal Skill Practice 65
11 Action Planning 14
12 Closing 11
Total Training Time 4 hours 30 minutes
(includes Breaks)
© 2012 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 18014 • V033012 Preparation 5FACILITATION INSTRUCTIONS GOAL SETTING
Goal Setting Training Design
Activity Description Minutes Schedule*
1 Session Lead-In
Ask participants to identify goals that are 8:15 a.m.–8:30 a.m.
relevant to them for use during the session. 15 12:45 p.m.–1:00 p.m.
2 Welcome and Introductions 8:30 a.m.–8:35 a.m.
Welcome and conduct participant introductions. 5 1:00 p.m.–1:05 p.m.
3 Obstacles and Benefits
Ask participants to discuss their thoughts about
possible obstacles and challenges to goal setting.
Next, discuss the benefits to goal setting. Share 8:35 a.m.–8:45 a.m.
the “rubber band” analogy. 10 1:05 p.m.–1:15 p.m.
4 Learning Objectives
Review purpose of the workshop and present
learning outcomes. Present workshop norms.
Review logistics. Introduce Ideas, Insights, 8:45 a.m.–8:50 a.m.
and Intentions. 5 1:15 p.m.–1:20 p.m.
5 KRA, Goal, and Task Statement Sort—Part 1
Introduce and define KRA, Goal, and Task
Statements. Introduce the game plan. Ask
partners to sort 20 statements into either KRA, 8:50 a.m.–9:10 a.m.
Goal, or Task categories. 20 1:20 p.m.–1:40 p.m.
6 KRA, Goal, and Task Statement Sort—Part 2
Ask participants to deepen their learning by
once again sorting the 20 statements into four
topic groups—Production, Health, Sales, and
Training. Reinforce the importance of knowing 9:10 a.m.–9:25 a.m.
the differences between KRA, goal, and task. 15 1:40 p.m.–1:55 p.m.
7 Maria Hernandez Case Study
Introduce the case study that uses baseball as
the subject. Present the case study resources.
Ask partners to write an Achieve • Outcome • When
goal statement for Maria. Ask pairs to share 9:25 a.m.–9:45 a.m.
statements with the large group. 20 1:55 p.m.–2:15 p.m.
9:45 a.m.–9:55 a.m.
Break 10 2:15 p.m.–2:25 p.m.
* Two schedules are given: one is for a morning workshop, and the other is for an afternoon workshop.
6 Preparation © 2012 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 18014 • V033012GOAL SETTING FACILITATION INSTRUCTIONS
Goal Setting Training Design
Activity Description Minutes Schedule
8 SMART Goals
Present the five fundamentals of SMART
goal setting. Introduce SMART Questions
cards. Conduct five skill practice rounds to
allow partners to answer SMART Questions 9:55 a.m.–10:55 a.m.
and revise their goal statement for Maria. 60 2:25 p.m.–3:25 p.m.
9 In Your Own Words
Ask participants to stand up and share
with a partner their key learning from
the previous activities. Conduct three rounds
of sharing, asking participants to repeat each 10:55 a.m.–11:05 a.m.
person’s key point with each round. 10 3:25 p.m.–3:35 p.m.
11:05 a.m.–11:15 a.m.
Break 10 3:35 p.m.–3:45 p.m.
10 SMART Goal Skill Practice
Ask participants to identify a KRA relevant to
them. Ask them to write the KRA in the form
of an Achieve • Outcome • When goal statement.
Have partners provide guidance to each other to
revise their KRA statement using the SMART
Questions cards. Ask participants to use the
SLII Leadership Styles 3 and 2 with their partner.
®
Review the leadership styles if necessary.
Review extra credit from partners who write 11:15 a.m.–12:20 p.m.
Performs Activity • How task statements. 65 3:45 p.m.–4:50 p.m.
11 Action Planning
Ask participants to create an action plan that
identifies what ideas or behaviors they will
commit to using in the next two weeks. Conduct 12:20 p.m.–12:34 p.m.
sharing of action plans with table groups. 14 4:50 p.m.–5:04 p.m.
12 Closing
Ask participants to reflect on and record their
key learnings from the session. Ask for volunteers
to share key insights. Summarize and close the 12:34 p.m.–12:45 p.m.
session. 11 5:04 p.m.–5:15 p.m.
© 2012 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 18014 • V033012 Preparation 7GOAL SETTING FACILITATION INSTRUCTIONS
Activity 1 15 minutes
Session Lead-In
Purpose ♦ ♦ ♦
1. Conduct Session Lead-In large group 15 min.
Participants identify goals
that are meaningful to them
as a way to reinforce the ■■ Display visual aid 1—Goal Setting Challenge.
workshop’s relevance.
■■ Greet participants as they enter the room and direct them to
sit at a table.
Refer to workbook page 1—Goal Setting Challenge.
■■ Ask participants to complete the tasks listed on the visual aid
before the workshop begins.
© 2012 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 18014 • V033012 ACTIVITIES 1GOAL SETTING FACILITATION INSTRUCTIONS
Activity 2 5 minutes
Welcome and Introductions
Purpose ♦ ♦ ♦
1. Introduce Workshop large group 1 min.
Participants are welcomed
and engage in a discussion as
a way of creating an active ■■ Display visual aid 2—Welcome.
and participative environment
from the beginning.
■■ Welcome participants to Goal Setting.
■■ Introduce yourself.
■■ Give this direction …
Welcome to the Goal Setting workshop. I am going to ask you a
series of questions and, as I ask each question, please raise your
hand if the answer is “yes.”
■■ Ask these questions …
Do you have a current personal or professional goal that is
demotivating or getting you down just thinking about it?
Do you have a personal or professional goal you want to achieve
over the next six months?
Do you manage or supervise someone who has a goal that is
demotivating or getting them down?
Do you manage or supervise someone who has a personal or
professional goal they want to achieve over the next six months?
Do you need a goal?
Do you manage someone who needs a goal?
© 2012 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 18014 • V033012 ACTIVITIES 3FACILITATION INSTRUCTIONS GOAL SETTING
Activity 2: Welcome and Introductions
■■ Make these remarks …
The reason I asked you these questions is because most of us either
have or need a goal, or manage people who have or need goals.
Goals are a reality and a necessity of organizational life.
Yet, as common as goal setting is—or should be—most of us can
do a much better job of bringing meaning to the process. That is
why we are here today—to learn how to be more effective at goal
setting and to bring meaning to the process.
2. Set Up Introductions Activity large group 1 min.
■■ Make these remarks …
I’d like you to take a few minutes to become better acquainted
with the others at your table. Introduce yourself and share with
your table group either a current goal you have identified as being
challenging or demotivating to you or a goal that you would like to
achieve in the next six months.
3. Conduct Introductions Activity small groups 3 min.
4 ACTIVITIES © 2012 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 18014 • V033012GOAL SETTING FACILITATION INSTRUCTIONS
Activity 3 10 minutes
Obstacles and Benefits
Purpose ♦ ♦ ♦
1. Set Up Obstacles Discussion large group 1 min.
Participants discuss the
obstacles and benefits of goal
setting as a way to shift their ■■ Display visual aid 3—Consider This … What is the problem
potentially unenthusiastic with goal setting?
feelings about goal setting
by first acknowledging their
challenges and negative
opinions, and then by
highlighting potential
benefits.
P r e pa r a t i o n ■ ■ ■
Have a rubber band available
to use in step 4. ■■ Ask these questions …
Why don’t most leaders set effective goals? Why do people
Reference ••• find goal setting so difficult? What are some of the obstacles to
Visual aid 3 is a four-part
effective goal setting?
build. Click to reveal each of
the bulleted questions. Refer to workbook page 2—Consider This ….
■■ Give this direction …
Take a minute to record your responses to these questions in your
workbook on page 2.
2. Conduct Obstacles Discussion large group 3 min.
■■ Allow a minute for participants to record their answers.
■■ Ask this question …
What obstacles did you identify?
© 2012 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 18014 • V033012 ACTIVITIES 5FACILITATION INSTRUCTIONS GOAL SETTING
Activity 3: Obstacles and Benefits
■■ Elicit responses, such as …
• Not enough time
• Objectives from management are unclear
• Don’t have enough information to set goals
• Don’t want to run the nonprofit like a business
• Waste of time
• Don’t know how
• Don’t see the value in it
• Constant changes make goals irrelevant
■■ Make these remarks …
The list of reasons not to set goals is a good, long list. No wonder
people prefer not to set goals—especially in the workplace
where they may seem like a waste of time or an opportunity for
highlighting failures.
3. Set Up Benefits Discussion large group 1 min.
Reference ••• ■■ Display visual aid 4—Consider This … What are the benefits
Visual aid 4 is a two-part
of goal setting?
build. Click to reveal the
subcategories.
6 ACTIVITIES © 2012 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 18014 • V033012GOAL SETTING FACILITATION INSTRUCTIONS
Activity 3: Obstacles and Benefits
■■ Ask these questions …
Why bother to set goals? What are the benefits of goal setting
from the perspective of the individual, the leader, and the
organization?
Refer again to workbook page 2—Consider This ….
■■ Give this direction …
Take a minute to record your responses in your workbook.
4. Conduct Benefits Discussion large group 4 min.
■■ Allow a minute for participants to record their answers.
■■ Ask this question …
What did you come up with for the benefits of goal setting?
■■ Elicit responses, such as …
• A goal gives you a place to start
• Without a goal, there is little hope for positive action
• Objectives put your time into perspective—you know what is
important and what isn’t
• Goals help you assert your intentions when others are
demanding a piece of your time
■■ Reinforce these ideas …
Reference •••
Use a rubber band to provide Another important reason for setting goals is that goal setting
this example. If you don’t sets up creative or dynamic tension that spurs you or others into
have one, you can use an
imaginary rubber band to
action. Here is an example: As I stretch this rubber band, imagine
simulate the demonstration. the end of my left hand represents my current reality and the end
in my right hand represents the outcome I want—the end result
of achieving my goal. Simply by setting a goal, I create a dynamic
tension.
© 2012 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 18014 • V033012 ACTIVITIES 7FACILITATION INSTRUCTIONS GOAL SETTING
Activity 3: Obstacles and Benefits
Reference •••
■■ Make these remarks …
If participants are familiar These are excellent reasons to set goals—especially the notion that
with the Situational if you are managing others you need to begin the development and
Leadership II or Needs
®
Models, reinforce that it is coaching process by agreeing on goals and expectations.
difficult, if not impossible,
to diagnose an individual’s Whether the tension is in this rubber band, or in my life as a goal,
development level without a what does nature want to do with that tension? Release it. To
clear goal. A good diagnosis release the tension in this rubber band, I have two choices. I can
demands a good goal.
let go of my goal—by releasing the end from my right hand. That
can hurt! What may hurt even more is that by releasing the goal, I
have not changed my current reality. I am stuck where I started.
The other choice I have is to follow what has been called the path of
least resistance. Notice as I move my left hand closer to my right,
that I am releasing the tension. But, unlike the first scenario, I
have moved closer to my goal and dramatically changed my current
reality.
If you are looking to create or control changes in your life, set a
goal and follow the path of least resistance. As a manager, being
an effective goal setter is a huge step toward more motivated and
passionate employees.
5. Summarize Activity large group 1 min.
■■ Make these points …
Although the list of potential benefits may not be as long as the list
of potential obstacles, we hope you recognize that the positives of
goal setting are so powerful that they outweigh the negatives. If
that is not apparent yet, we hope to make the case for setting goals
by the end of the session.
8 ACTIVITIES © 2012 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 18014 • V033012You can also read
