Agenda ´s for today-----------------------------------------------------------------------------------15/11/2021

7º Achieving outcomes

1. Type of outcomes
2. The role of expectations
3. Setting goals at distance
4. Achieving outcomes at distance
5. Providing feedback

Each org has some clear ambition, and outcomes has to be clear for all the members of orgs.

1. Types of outcomes:

Organisational outcomes

The “reason why” an organization exists

 The larger an org is: “the more decision-making levels”

- Need to constantly align the team´s goals with those of the org.

Important Questions to make when of how to know the organisational outcomes

 How clear are the goals org?

 How often do we think about organisational goals?
 How often does the team discuss or review organisational goals to check progresses?

Team outcomes:

The specific outcomes a team is responsible for achieving

 Regardless of the size of the org, everyone must have a clear understanding of his or
her team´s goals
- Individual goals must be constantly aligned with those of the team.

Important Questions to make when of how to know the teams’ outcomes

 How clear are the tams goals?

 How much time do we think about team goals?
 Are the team goals known by all members?
 Are there signs there might be confusion over those goals?
 How often is progress checked?
Individual Outcomes

It is important to make people aware of what result they are responsible for an what their
individual goals are.

 The risk of working remotely is that of substantial focus on individual goals, losing sight
of team and organisational ones.

How to know the individual outcomes:

 Supporting and facilitating communication.

 Making all members aware of the role and objectives of colleagues or collaborations.

1. The role of expectations:

Expectations are important because provides:

 Clarify
 A context
 Focus and sets priorities

And the expectations must be mutually agreed upon explicitly.

1. Settings goal at distance.

S. M. A. R. T.

Specific, Measurable, Actionable, Realistic, Time-driven.

Making goals Measurable.

Quantifying the work of others:

 What are the quantity components of the work?

 How does time affect the success of the work?
 How is the quality if the work determined?

NB: setting too ambitious goals, especially at distance, could lead to Wile E. coyote syndrome.
Bc the measurable goal, the members start running doing the tasks.
Realistic Goals.

To be perceived as realistic:

 Does not have to be a piece of cake

 Does not have to be ambitious that people do not really believe it is achievable

In what depends on?

1. Past performance
2. Level of confidence
3. Recent developments and learning curve
4. Outlook on the world
Steps to provide the realistic goals

Steps to Provide a feedback

Providing a feedback, we need to use a few rules.